An Empirical Study Of The Relationship Among The Organizational Climate,Employee Alienation And Turnover Intention

People increasingly accelerated pace of life due to the rapid economic development. Changes increased the pressure of people from social, work, family. In this context, it is prone to self-alienation. Do not know why they work. Do not know what interest. Do not know whether their own pay can properly reward. Negative emotions may lead generated willingness to leave.Employee turnover has been very concerned about the problems of enterprises. A lot of staff turnover will not only impede the normal operation of enterprises, but cannot guarantee that the intellectual resources of the future development of enterprises, and not be able to achieve the sustainable development of enterprises. In other words, employees high attrition rates will to some extent affect the quantity and quality of the future development of enterprises, affect the normal survival. The high turnover rate of employee’s is generally strong predictor of turnover intention.Whether the work alienation ability could impact on employee turnover? What causes employees work alienation? Literature searched and found that the generation of alienation caused by the organizational environment. Therefore, we suspect that the alienation is effected by atmosphere of the organization. These problems have not in-depth study. This article based on the idea of building the organizational climate, work alienation and separation tendency of the three theoretical models, research and empirical methods.The article on the basis of the literature review, the use of empirical studies explores the atmosphere of the organization, the relationship between work alienation and separation tendency. It is divided into six parts. The first part is the Preface. This thesis is to study the atmosphere of the organization and staff work alienation aims to put forward, turnover intention Empirical research topics, as well as the conduct of this research purpose, research ideas, research, articles, innovation and so on. The second part of the Review is relevant literature. By reading a large number of domestic and foreign literatures, organizational climate, work alienation and separation tendency theory to sort out. Study from the relationship between the definition of the variables, the theoretical basis, dimension and other variables. And it does foreshadowing role for article empirical. The third part of the study is design and questionnaire design. It pointed out that article to study the problem, assumptions and theoretical models proposed research. It illustrates the questionnaire the collection process, and does a brief introduction to the methods of data analysis. The fourth part of the data is processing and analysis. SPSS software detects variable relationship between the degree of influence of the demographic characteristics of the variables, and regression analysis to further verify the relationship between the two. The fifth part is to study the conclusions and management recommendations. Unfolded the conclusions drawn by the article and perspectives, and based on the findings put forward a series of practical management recommendations; make a reference to the corporate managers. The sixth part is full summary and outlook.Based on the above contents, determine the research methods should be used. The first is the documentary research. Access to relevant theoretical literature at home and abroad, collate the data and analysis of the results. The second is survey. On the basis of the literature review, analyze the relative maturity of the scale of each variable. Production of the questionnaires, and large-scale questionnaire issued. According to the questionnaire results of the recovery back further statistics organizational climate, work alienation and turnover intention. The third is factor analyses. It verifies the dimensions of the organizational climate by software SPSS16.0; to test its reliability and validity, and detected three dimensions has great explanatory power. In addition, we must further verify the correlation between organizational climates which dimension is the most important role. The fifth is regression analysis. After the regression analysis, the correlation between the variables, using linear regression analysis to further defines the variable regression model. Then the degree of correlation determined between any two variables. Finally, the role of mediating variables can be inspected.Through empirical research, the article can get the following conclusions.The first, in three dimensions of organizational climate, interpersonal, management style and organizational bureaucracy of work alienation effect. Interpersonal and management style and work alienation was negatively correlated, and organization bureaucratic work alienation was positively correlated.The second, in the three dimensions of organizational climate, interpersonal, management style and organizational bureaucracy of a tendency to produce a significant effect on turnover. Interpersonal and management style and turnover intention was negatively correlated, and organizations Section layer is positively correlated with turnover intention.The third, demographic variables have a certain impact on the organizational climate, work alienation and separation tendency.The fourth, work alienation played a mediating role in the relationship between the various dimensions of the organizational climate and turnover intention. It plays a partial mediating role in the interpersonal dimension. It plays a full mediation role in two dimensions on the management style and organizational bureaucracy.Finally, the article based on the results of empirical research, put forward a few suggestions to reduce employees work alienation from the atmosphere of the organization, reducing staff turnover intention.First, build limited communication channels, and create a good atmosphere of interpersonal.Second, care for employees’families, timely understanding of the psychological dynamic.Third, understand the expectations of employees, find alienation caused employees.Fourth, managers should "individualized education" are treated employees distinction.Fifth, optimize enterprise management system model to improve company efficiency.Sixth, the enterprise should emphasis on training, and enriches the content of employee.Seventh, carry out the career management guide staff development.The main innovations of this study are as follows.First, previous research work alienation as antecedent variables or outcome variables. In this paper, it was an intermediary variable study, to some extent, and expands the field of research.Second, based on the research model, the paper depth studies the relationship between the various dimensions of organizational climate, work alienation and turnover intention. It makes the study more refined, and provide theoretical basis for the practical issues.