Research On The Relationship Between Job Satisfaction And Turnover Tendency Of Sales Staff In Pharmaceutical Industry

Nowadays, the pharmaceutical industry in all aspects of research, technology, sales, and service there is fierce competition. But the root, it is still the talent competition. How scientific and rational to manage sales staff, and fully mobilize the enthusiasm of the sales staff, to create the greatest value for the enterprise, reduce the loss of sales staff, is an important issue companies need to think about. Therefore, improving the pharmaceutical industry sales staff job satisfaction, and strengthen the relevant aspects of research leave, reduce employee turnover rate, the pharmaceutical companies have a long-term and profound significance.To enable pharmaceutical companies to develop a sales staff to improve job satisfaction, and effective measures to reduce the rate of turnover. In this study, related to satisfaction theory, comprehensive reference predecessors used the mature job satisfaction scale, on the basis of results applicable to the pharmaceutical industry sales staff questionnaires through interviews, expert advice. Responsible for the promotion of grassroots hospital medical representatives working in the front line for the study, the number of valid samples obtained by way of payment of the network platform 236. By using SPSS 19.0 for data analysis, after exploratory factor analysis, reliability and validity of the test that results of the job satisfaction scale include six factors, and then through the sample variance analysis, correlation analysis and regression analysis, we got the following conclusions:Higher average levels of pharmaceutical industry sales staff job satisfaction, including collaborative work this one has the highest score 3.65 points. At the same time, the average value of turnover intention is not low, average score of 3.44 points, indicating that the pharmaceutical industry sales staff turnover rate is still relatively high. Demographic variables on the differences, showed a significant difference in age, job status, average monthly income, and the tenure of their offices, but no significant differences in other areas. Through the various factors of job satisfaction and turnover intention of correlation analysis showed high correlation, regression analysis, career development, pay and benefits and working attitude into the regression equation, that these three factors on turnover tendency to explain the role of a negative, indicating that job satisfaction has a significant negative impact on turnover intention.