Research On Employee’s Turnover Intension Of Power Grid Company Under A New Round Of Electricity Reform

The eighteenth national congress of the CPC clearly puts forward the core of economical system reform is to coordinate successfully the relation between government and market. The contradiction between traditional centralized monopoly management system and gradual intelligent distributed energy development mode has become increasingly prominent. The main purpose and task of new round electricity reform (abbreviation:new reform) are to restore electricity’s commodity character and establish market running mechanism. According to the target and orientation of new round electricity reform, electricity industry will be market oriented further based on the effect of last round reform. In details, opening power supply side and sale side, offering more choices and trade channels for power supply enterprises and customers at each side, to break down further the power grid company’s monopoly system under more efficient market orientated mode. It is no doubt that this is a major revolution for power grid company.It will bring more challenges and opportunities for power grid company and its employees of the coming major revolution with background mentioned above. Upon this great historical moment, the author explores and researches the relation between organizational change and employee’s turnover intension with start from organizational change and recognition, in view of employee’s feeling、job satisfaction and turnover intension. This paper makes questionnaire survey and statistic analysis for employees of power grid company, makes hypothesis verification for designed model and form by empirical research method and theory with new reform affection to power grid company on the basis of deep study of previous literatures, through which working out the relations of variations of employee’s organizational change recognition、job satisfaction and turnover intension, discovering the important factors and action mechanism that affecting turnover intension under organizational change process. This provides constructional advices for reform and human resources management of power grid company, is valuable for promotion of its organizational change, improvement of employee’s satisfaction, reduction of turnover intension as well as retaining talents.The research conclusions are:(1) currently, it is ranking from above average of organizational change recognition and job satisfaction of power grid company’s employees while turnover intension is at lower to middle level; (2) organizational change recognition and job satisfaction as well as some its dimensions have significant differences due to different personal characteristic; (3) organizational change recognition is significantly positive with job satisfaction while job satisfaction and turnover intension present dramatically a reverse relation; (4) job satisfaction gives masking effect between organizational change recognition and turnover intension; (5) marital status、self-worth and position are key factors currently for cause of employee’s turnover intension of power grid company.