A Study On The Impact Of Knowledge Workers’ Organizational Commitment To The Turnover Intention Early In Their Career

The arrival of the economy era in 21 st century has brought an opportunity to the development of enterprises, but also to bring a tremendous competition. Due to changes of the workers’ external objective conditions and their own different circumstances, they will choose to leave. Workers’ turnover will not only bring the loss of human capital, but virtually increase the opportunity cost of enterprises in later process of adding the same type workers. It is more important that knowledge workers’ turnover may also lead to lose important customer resources and even core competitiveness, which makes enterprises to face the enormous challenges and risks.Therefore, the problem of knowledge workers’ turnover has become the focus of enterprise.Early career is the initial stage which the knowledge workers to develop their career stays in, is also the most unstable stage. According to scholars, in this stage, the rate of the knowledge workers’ turnover is higher than other stages. It’ s of great important significance to the enterprises to research how to retain knowledge workers and keep the enterprise’s core competitiveness in this special and unstable stage.Organizational commitment and occupation career resilience are important factors to influence the turnover intention of knowledge workers, therefore, it’s effective to reduce the unstable turnover rate of knowledge workers in their career early that we should understand the mechanism of the organizational commitment and occupation career resilience in the knowledge workers occupation career early, and then target to make coping strategies.This study based on social exchange theory, and it’s to understand the concepts of knowledge workers organizational commitment, occupation career resilience and turnover intention early in their career, and build the model which views organizational commitment as the independent variable, turnover intention as the dependent variable, and career resilience as adjustment variable. After questionnaires to the relevant subjects, 202 effective questionnaires were taken back totally, and I analyzed the data and verify the article hypothesis through SPSS20.0.Through the study, the article finds that knowledge workers organizational commitment is negatively correlated to their turnover intention early in their careers.Occupation career resilience plays a regulatory role between organizational commitment and turnover intention. An important discovery of this article is that highoccupation career resilience plays a strong role in organizational commitment and turnover intention, but low occupation career plays a weak role in them, which means although organizational commitment is very strong, it has no promoting effect on that the high occupation career influence knowledge workers to produce lower turnover intention. We should focus on strengthening the occupation career resilience of knowledge workers early in career.