An Empirical Study Of The Relationship Between Partnership And Turnover Intention

With the rapid development of the economy, the enterprises are expanding. At the same time, a variety of enterprises types coexist, so the fierce competition is increasing. In the 21st century knowledge economy era, the employees with rich knowledge are the primary source of enterprise competitive advantage. However, the new employees who were born after 1980s would purse different careers and choose diversity chances, making the knowledge staff flow frequently on a global scale. Their demands and self-fulfillment requirements are higher than ever before. So enterprise should know how to build good working relationship with them, how to maximize access to human capital, how to reduce staff turnover rate and the talent loss risk and how to improve the management efficiency. All these have become important issues for every enterprise. The partnership theory arises at the historic moment. Based on predecessors’ lots of theoretical and empirical studies, the partnership has great impact on improving employees’ satisfaction, harmonious labor relations of the atmosphere, improving employee involvement and employee trust and reducing the turnover rate.Commitment is a kind of psychological contract to the organization. The commitment to the union is the loyalty and the sense of responsibility, reflecting the union members’trust to the unions. Organizational commitment is an individual’s identity and sense of belonging to a particular organization. The higher the employees’loyalty to the organization, the more stronger the organization service will. The union, as a representative of the employees, acts its role in the social economic relations and participates in social economic operation. Under the continuous attention of western scholars, labor relations, trade union and organizations, trade unions commitment theory and practice has been quite mature. The conclusions show that the union commitment, organizational commitment has good prediction effect on employee turnover intention. Due to the long-term influence of planned economy system in our country, the study of the union has been stayed in the system for a long time. Trade union commitment, organizational commitment, as an important research in the psychology of variable, also did not cause the attention of domestic scholars.Based on former related research and literature review, in this article we build the relationship among partnership, union commitment, organization commitment and turnover intention model by using mature scales. Then, with the method of questionnaire survey to collect the corresponding data, I use SPSS 16.0 and LISREL software to do variance analysis, correlation analysis and structural equation model analysis. At the end I conclude that the partnership, the union commitment and organizational commitment are negatively related to turnover intention. Besides the union commitment and organizational commitment play an intermediary role in the relationship between partnership with turnover intention.Finally, on the basis of the empirical data, I put forward a lot of suggestions for the enterprise to build harmony partnership, improve the level of staff union commitment and organizational commitment and reduce turnover rate.