The Organizational Commitment And Turnover Intention Empirical Study Of Software Enterprises In Chengdu

Organizational commitment refers to individual employee identities the organization and organizational goals, and hopes to maintain the degree of part of the organization. The level of organizational commitment on behalf of employees putting into the organization, degree of satisfaction and recognition. Specifically include:identification of organizational goals and systems, and will be happy in their work as part of their lives,and be loyalty to the organizational, and they will not leave the organization because of higher pay and position.Turnover refers to the generated thoughts or wishes of employees leaving the organization. With the knowledge economy era, knowledge becomes the main driving force of modern society, and people as a carrier of knowledge, is particularly important to competition among the state and various social organizations.cultivating a higher staff level of organizational commitment and maintain a stable workforce is an important guarantee for the organization to win competitive advantages.Therefore,organizational commitment and turnover intention for the Study of Human Resource Management has become a research focus. How to improve the level of organizational commitment, and maintain the turnover at a reasonable level has became hard to think and pressing problems of managers and academics. Therefore, this study which refer to the intention of organizational commitment on turnover intention, can provide inspiration and reference for enterprises to improve the level of organizational commitment and lower turnover.Information industry is an important part of the he high-tech industry,which is the important position of international economic and technological competition,and the backbone of contemporary economic development, and the important symbol of the national comprehensive. Software industry as a core of information industry, talent is the guarantee of its competitive advantage, therefore, studying the relationship of the level of organizational commitment and turnover intention, can help software companies to find a more appropriate management methods in obtaining and retain talent area.This paper was to explore the relationship between the organizational commitment and turnover intention, and staff personal attributes as control variables, to understand the personal attributes of the various dimensions of organizational commitment and turnover intention, as well as the various dimensions of organizational commitment turnover intention. Finally, based on empirical results, the paper provided some practical guidance the for the software industry to improve the level of organizational commitment and lower turnover intention.The core of this paper is assumed to be the dimensions of organizational commitment, the degree was significantly correlated with turnover intention. And it is subdivided into five dimensions of organizational commitment and turnover intention were significantly related. Meanwhile, the personal attributes as control variables, made two assumptions, namely, personal attributes of different variables has a significant effect on organizational commitment,and different variables on personal characteristics did not significantly affect on turnover intention. Finally, the study also proposed the hypothesis"organizational commitment to turnover intention significantly predicted effects", to further understand the relationship.In order to facilitate research, this study draws on the "Chinese employees organizational commitment",,which is researched by Ling Wenquan, Zhang Zhican, Fang Li Luo.prepared the " organizational commitment and turnover intention relationship of software industry in Chengdu questionnaire". more than two hundred enterprises in Chengdu Tianfu Software Park will be as research object,134questionnaires were collected as samples, using single factor analysis of variance, correlation analysis, and regression analysis methods, to study the theoretical point of view of this paper.After the analysis, we draw the following conclusions:This assume that the different personal characteristics variables had significant effects on organizational commitment were not fully verified; the assume that different personal characteristics variables did not significantly affect on the turnover was verified; the assume organizational commitment has significantly affected on turnover intention was not fully verified; the assume organizational commitment significantly predicted effects on turnover intention was to be verified. Based on the conclusions of the study,this paper put forward relevant proposals to the relevant management practices from the four dimensions of organization commitment:emotional commitment, financial commitment, normative commitment, commitment to ideals, for the enterprise to provide guidance.The innovation of this paper are:(1) the existing literature on organizational commitment measure generally used Allen&Meyer’s three-dimensional degree of organizational commitment scale, this article from China Academy of Sciences Institute of Psychology, Wen-Quan Ling, who designed for the context of Chinese culture, organizational commitment of the five dimensions of psychological mechanism theory to design more suitable for Chinese employees of the Organizational Commitment Scale, and validated in the empirical analysis of scale reliability validity degree and explanatory power;(2) At present, organizational commitment and turnover intention of most of the macro and talk, less industry-specific, especially for software industry research, it is rare. This selection software industry professionals as the research object, so that the results have more practical significance and relevance.Based on the conclusions, the paper also made the modern enterprise management recommendations. The four dimensions of organizational commitment-affective commitment, financial commitment, normative commitment, and commitment to the ideal as an entry point, the question of how the specific recommendations to improve the level of commitment to human resource management for the operation in practice, provide guidance. Specific recommendations include:salaries by creating a scientific mechanism to enhance economic commitments; by professional standards to enhance normative commitment; through the implementation of people management to improve emotional commitment; through the career management to improve the ideal commitment.Meanwhile, in the end of the article, the study also points out the limitations of existing studies. Including:samples, research methods and the questionnaires.