Study On Relationship Between Organizational Career Management And Staff Turnover Intention

In the face of the frequent departure to upsurge,the banks should be warned that it’s development way can’t depart from the support of talents. Bank grassroots staff is the main part of the bank staff, the stability of the grass-roots staff should not be ignored,the stability of the grassroots staff like iron wall to resist the erosion of external competition, reduce the cost of bank management for the smooth transition of the state-owned commercial Banks to provide powerful guarantee.How to improve the state-owned commercial bank organizational career management turnover intention cuts question deserves further study.According to the existing research on turnover intention,factors that affect the turnover intention are job satisfaction, organizational commitment,and gender, age and education, etc.Many researches confirmed that the organizational commitment of employee turnover intention has certain prediction effect. Therefore,based on the Angle of the state-owned commercial bank organization career as a starting point, with organizational commitment as intermediary variable, turnover intention as the dependent variable, to explore the relationship between the three.This study based on the research of the existing literature and finishing, to tease the organization career management theory basis for the study, organizational commitment and turnover intention.Through the empirical analysis to understand the state-owned commercial bank organization career management dimension,organizational commitment, the dimension of the influence of the grass-roots staff turnover intention.To explore the organizational commitment in state-owned commercial bank organization on the impact of career management on employee turnover intention at the grass-roots level intermediary role; According to this article research conclusion, how to improve the level of state-owned commercial bank organization career management, reduce the state-owned commercial Banks at thegrass-roots level of the employee turnover rate.By the questionnaire of state-owned commercial Banks grass-roots staff in Chongqing, the letter validity analysis, variance analysis, correlation analysis and structural equation analysis method, and by using SPSS18.0 and AMOS21.0 software for statistical analysis of data. Through the state-owned commercial bank organization career management, the interaction relationship between organizational commitment and turnover intention carries on the analysis results, this research proposed the hypothesis is verified part was established.Results show that the first, the organization career management impact on turnover intention, organizational career management in four dimensions, two dimensions, to provide professional self cognition and the information respectively have significant negative impact on turnover intention, the promotion fair, pay attention to the training of two dimensions, respectively, no significant impact on turnover intention;Second, the organization career management impact on organizational commitment, four dimensions of organizational career management, the promotion fair, pay attention to training and professional identity, provide information on organizational commitment of affective commitment and normative commitment have significant positive effects;Third, organizational commitment affect turnover intention, three dimensions of organizational commitment, normative commitment only has a significant negative effect on turnover intention. Affective commitment and continuance commitment to the turnover intention there is no significant negative impact;Fourth, the intermediary role in aspects of organizational commitment, normative commitment in every dimension of organizational career management have a significant impact on turnover intention in the intermediary role; Fifth, all the variables in part shows the differences of different demographic characteristics significantly.Finally, on the basis of the above research, this paper puts forward four management Suggestions and countermeasures: first,help employees to develop career self-awareness, choose a career development path; Second,to perfect the information disclosure system, break through the traditional information transmission way; Third,establishing a fair and transparent promotion mechanism, broadening the channels for promotion; Fourth, pay attention to comprehensive training, improve employees’ comprehensive quality.