A Regional Civil Servants Quit Intention And Its Related Factors Of Empirical Research

Since the introduction of "Eight rule" in 18th CPC National Congress, several rounds of the central and local governments, gave birth to a new civil anxiety disorder, some people have a willingness to leave, and some people began to consider abandoning the "iron rice bowl." The civil servants leaving tide really come yet? An isolated phenomenon caused concern, or civil servants are quietly changing the profession? This can not be ignored, which requires us to carefully analyze the reasons and law, and on this basis to strengthen the management of the civil service career under the guidance of the government, institutional reforms lag, reduce civil servants leaving the security risks posed.Taking civil servants in regional for example, using of field surveys, interviews and other methods to analyze the reason why civil servants in A regional generated turnover intention, and propose countermeasures to solve the problem.The full text is divided into six chapters, the first chapter puts forward in this paper, we study the background and significance, concept and theory, the second chapter carries on the literature review of finishing; The third chapter carries on the research design; The fourth chapter empirically analysis; The fifth chapter discusses the results; The sixth chapter puts forward relevant Suggestions. The study found that the reason of the civil servant’s departure will produce A region with the following:mainly pay is too low, not satisfactory working conditions; The second is to take care of the family, career prospects and other due. Overtime, skills, predictive, role definition, the meaning of work, the recognition, leadership, trust, feedback, community work family conflict, health, stress, workplace violence to civil servants quit intention have significant positive effects; Working rhythm, emotional needs, fatigue, job insecurity and organizational commitment, job satisfaction and turnover intention was significantly negative correlation. The value of the study is to solve the problem, the authors argue that managers should be appropriate to reduce overtime, reduce the workload of employees appropriate to enhance working rhythm, meet the emotional needs of the employees, reduce unnecessary skills play, should create A harmonious and positive working environment, efforts to achieve A fair and just distribution of task, get people’s approval and trust, to reduce the occurrence of workplace violence, so as to effectively guarantee the need of A region in the future development of talent, improve the management and use of human resources, and ultimately efficiency, attract and retain outstanding civil servants, realize the common development of individual and organization, this is also the purpose of this study.