Based On The Employee Turnover Intention Of Organizational Commitment Mechanism Research

Machine-building industry has occupied a certain position in national economy in our country, and there have been some machinery production bases that are concentrated, then our "12th Five-Year" Plan supports the development of two new industries of Machine-building industry. All of these must indicate that Machine-building industry will have a broad space for its development. However, there are a lot of problems in its human resources management during its rapid development, such as high rate of employee turnover,"labor shortage" and so on. These issues will affect or hinder the development of the organization.However, human resources have played a very important part in the process that the organization makes their goals true. It is necessary for the enterprise to pay more attention to their problems on human resources, such as high rate of turnover. This paper just is based on the background, and on the basis of a large number of domestic and foreign literature; and it analyzes the factors on which make influences, and sets up a model of employees’turnover intention based on organizational commitment, and then the study uses the structural equation method to go on a series of analysis and verification of the degree of fitting of the model. At last, the study summarizes and clarifies the significance on the management.The study has shown that job satisfaction is the antecedent of the organizational commitment, and high and positive correlation is found between job satisfaction and the three-component of organizational commitment; And job satisfaction affects turnover intention indirectly with negative and high correlation through organizational commitment; Organizational commitment and its three components have high and negative correlation on turnover intention; Then, this paper has carried out further study to make sure the degree while the three dimensions of organizational commitment impact turnover intention, and the conclusion is that affective commitment has much more impact of turnover intention than other two dimensions of the organizational commitment.