Xinjiang Tianye Group Knowledge Worker’s Turnover Intention Based On Organizational Identification

With the development of society and the pushing up of time, contemporary enterprise’s operation mode is following the step of high technology and informationization, which lead the structure of employee changed. The knowledge workers are gradually becoming the backbone and main force at many enterprises. But the knowledge workers are egghead and their character、ability、quality、goal and value has some individual difference and culture conflict which is gradually showing up. The organizational identification is lower and the turnover intention is more prominent to lead the knowledge workers leaved enterprise, which made the cost of enterprise human resources had huge pressure and lost. For enterprise’s knowledge workers, optimizing management mode、 raising organizational identification and decreasing separation are the ultimate of enterprise health and high speed development. How to change the enterprise’s management mode、improve worker’s organizational identification and decrease knowledge workers’ separation rate are some urgent problems.Firstly, this paper elaborated the research background, research significance and research objective; secondly, the research direction of the theory is introduced, structured the theoretical framework of organization identification and turnover intention; third, the structure of workers are analyzed by the questionnaire, interview and literature search method, and based the knowledge worker’s characteristics analyzed the interrelated factors of knowledge workers’ turnover intention; fourth, combined the data of questionnaire and the material of interview analyzed problems and turnover reasons based on the organization identification; finally, according to the above study, offered prioritization scheme about knowledge worker’s turnover intention.The comprehensive referenced domestic and abroad existing research and field research analyzed Xinjiang Tianye Group’s knowledge workers’ turnover situations, found some problems during Xinjiang Tianye Group manages knowledge workers, for example, the outmoded enterprise’s value、lacking corporate culture of “people oriented”、unsound training and promotional practice and so on, which giving two part factors of personal and enterprise about knowledge worker’s turnover. Personal factor included :(1)the special character of knowledge worker aliened to enterprise’s management mode;(2) the ideal is fullness, the reality is very skinny. The knowledge worker’s strong self-achievement motivation is not satisfied;(3) the social experience is still shallow, so that knowledge workers lack of ability to judge things correctly.(4) Knowledge workers ‘practical values have difference with Xinjiang Tianye Group traditional values. Enterprise factor included:(1) The nature of enterprise and social secular bias, lead to the knowledge staff of Xinjiang Tianye Group are considered low social status;(2)lacking enterprise promotion and training mechanism, lead to Xinjiang Tianye Group of knowledge workers the development space is small, training opportunities is less.(3) the Xinjiang Tianye Group dedication’s enterprise Culture and Xinjiang Tianye Group’s production mode lead to employees long work time and high work pressure;(4) Xinjiang peer comparison, Xinjiang Tianye Group of knowledge workers compensation benefits is low, it is difficult to satisfy the reality facing economic pressure;(5) Single and boring work nature and work mode lead to knowledge workers lose work interest;(6) lacking "people oriented" of enterprise culture, leading to the great pressure of knowledge workers.But based on the domestic and abroad research literature, we known that there are many turnover intention’s influence factors of knowledge workers. This paper only based on organizational identification, it is not comprehensive enough. So for further research, make more comprehensive reflect Xinjiang Tianye Group knowledge employee’s turnover intention based on organizational identification.