Study On The Relationship Between Organizational Commitment And Turnover Tendency Of Travel Agency Employees

Since reform and opening up, China’s tourism industry has a rapid development. In the context of the high-speed development of China’s tourism industry, the competition between tourism enterprises have been increasingly fierce. However, the development of the tourism enterprises is not only facing the situation that the competition for employees becoming more fierce in today’s society, but also facing another problem, that is, the employees turnover phenomenon of travel agency is becoming increasingly serious. This has become a bottleneck restricting the development of China’s tourism enterprises.As a service agency, the service of travel agency is through face-to-face contact between the hotel employees and customers to finish it. The service quality of tourism enterprises depends largely on the employee’s service quality, so it can be said that the good employees is a major source of the tourism enterprises to maintain its competitive advantage. How to retain good employees, how to make the turnover rate of travel agency’s employees to be maintained at a reasonable level and how to improve employee’s organizational commitment are all problems that the managers of tourism enterprises should be in-depth attention and thought.This article investigated the relationship between organizational commitment and the employee’s turnover of travel agency through issuing200questionnaires to the employees of some travel agencies in Zhangjiajie City, Hunan Province. Then, validity and reliability analysis, descriptive statistics analysis, factor analysis, variance analysis, correlation and regression analysis was conducted by using SPSS17.0software and getting the following results:(1) Affective commitment, continuous commitment and normative commitment, the extraction of these three factors is reasonable, the organizational commitment of travel agency’s employees can be reflected effectively from the comprehensive situation of these three factors. (2) The three factors of organizational commitment of travel agency’s employees are inconsistent, the continued commitment to the highest level, then the normative commitment, and emotional commitment to the lowest levels.(3)The personal basic situation of travel agency’s employees have a significant correlation with organizational commitment and turnover tendency, and there will be differences in organizational commitment among the employees with different personal basic situation.(4)The organizational commitment of travel agency’s employees has a significant negative correlation with turnover tendency, and it has a significant negative prediction travel agency’s employees turnover.According to the above conclusions, this article puts forward some suggestions for the managers of tourism enterprises. And at the end of this paper, the author still points the limitations of this study and the prospect of further research direction for the future.