Research On The Relationship Between Organization Trust,Job Satisfaction And Turnover Intention

In recent years, the contribution of human resources management to enterprise has become apparently. Employee act as the core resources for any organization, and the management to employee directly affects the quality of the management efficiency and affects the development of the organization. As we know turnover intention is an important index to measure the quality of employee management. It is an important task to analysis the factors impacting the the turnover intention and take proper measures for any enterprise. The current articles show that the level of employee satisfaction and organization trust in the organization affects the turnover intention. High job satisfaction and good o rganization trust play an important role in adhesion and lubrication between staff and the organization, which decide the employees whether hold a positive attitude and act the proper behavior in the organization. According to the social exchange theory, the key for employees and organizations to maintain the social contract is trust. Recalling the large number of existing literature, they suggest that job satisfaction is the antecedent variable of turnover intention. Organizationl trust and job satisfaction both have significantly correlated relationship with turnover intention. But the empirical literature is still rare supposing the job satisfaction acts as mediating variable when study the relationship between organization trust and trust. This article selects the employees from SMEs as object to explore the relationship between organization trust, job satisfaction and turnover intention. Besides, the article tries to study whether the job satisfaction plays an intermediary role in the relationship between organization trust and turnover intention.The study gives out a total of 250 questionnaires are issued, and 240 are actually recovered, removing those null and invoid, we get the actual effective questionnaire survey of 224 copies. Then analysis and discuss of data obtained from the questionnaire by independent samples T-test and Anova analysis, the study finds personal characteristics of employees have an impact on organization trust, job satisfaction and turnover intention. The correlation analysis finds that organizational trust, job satisfaction and turnover intention have corelated relationship with each other. First, we use the regression analysis of organization trust and turnover intention which shows that only the leadship trust dimension of organization can be written into the regression equation. Second, we also can establish the regression equation of organization trust and job satisfaction, but only head trust and leadship trust can build the regression equation with job satisfaction. Then, by regression analysis we know that only the satisfaction of work itself, supervisor support and employee profit can establish the regression equation with turnover intention. At last, the study proves that the job satisfaction as a whole plays a part of intermediary role in the relationship between leadship trust and turnover intention. The satisfaction of work itself, supervisor support and employee profit all play an intermediary role in the relationship of leadership trust and turnover intention.The results of study offer management policies for SMEs for them making policies for emplyee management, builing organization trust and reducing the level of turnover tendency. The conclusion first confirms the need for SMEs carrying out staff management and provides some proposals. Second, the findings also suggest that managers of SMEs should focus on the building of organizationtrust, especially leadship trust, which is good to reduce the level of employee turnover tendencies. Focus on building the atmosphere of trust within the organization and enhancing the trust within employees, immediate supervisor and managers. Finally, the SEMs should increase the level of job satisfactions of employees. The concludsion shows that job satisfaction acts as a major factor in turnover intention, which deserved the attention from the business leaders. So the SEMs should improve mianly from three areas which are satisfaction of satisfaction of supervisor support, satisfaction of employee profit and satisfaction of work itself to higher the level of employee satisfaction. In addition, this paper’s empirical research on the relationship between job satisfaction, organizational trust and turnover intention does a little favor to the later research.