An Empirical Study On The Relationship Between Organizational Commitment,Career Commitment With Turnover Intention Of Knowledge Workers

As the carrier of knowledge,knowledge workers are becoming more and more important nowadays.The biggest challenge of human resources management is how to manage the knowledge employees.But with the deepening of economic globalization and integration,knowledge workers appear more frequent turnover tendency.In response to this dilemma,enterprises should actively seek more incentive management methods to keep knowledge workers stay.On the basis of the theory of social exchange and the theory of psychological contract theory,this paper studies the roles of organizational commitment and career commitment play on the turnover intention of knowledge workers.This paper selects job satisfaction as mediation variable,and selects gender,age,length of service and qualifications as regulatory variables.According to the questionnaire survey of 279 MBA students from Soochow University,the results are as follows: Organizational commitment and career commitment have significant negative effects on employee's turnover intention.Job satisfaction has a negative impact on the intention of leaving the job,and plays a mediating role to the intention of leaving.The regulatory effect of gender characteristic is not obvious.The regulatory effects of age,length of service and education are obvious.The paper also finds that with the shorter length of service and the higher the academic qualifications,the less sensitive of employee's organizational commitment and career commitment.Based on the research results,this paper puts forward the relevant suggestions for enterprises to reduce the turnover rate.