Research On The Turnover Intention Of Grass-Roots Civil Servants Based On Organizational Commitment

With the promulgation of the "eight regulations" of the central government,the continuous advancement of anti-corruption work,and the development of the socialist market economy,the topic of civil servants' separation has frequently seen the media.According to a survey conducted by Peking University scholars in 2018,24.5%of grassroots civil servants showed a tendency to resign,and 43.8% of grassroots civil servants had plans to leave grassroots civil servants.The continuous resignation or even the interruption of civil servants at the grassroots level not only increases the cost of resettlement of grassroots government departments,but also reduces the efficiency of the grassroots government,and also causes the demonstration effect of separation and affects the stability and sustainable development of the grassroots civil servants.According to previous scholars' research,turnover intention is the most direct predictor of turnover behavior,and research generally believes that organizational commitment has a significant negative impact on turnover intention.Therefore,this study explores the issue of the turnover intention of grassroots civil servants from the perspective of organizational commitment,and explores the overall status and differences of organizational commitment and turnover intention of grassroots civil servants in China,and analyzes the causal relationship between organizational commitment and turnover intention of grassroots civil servants.The focus of this study is to improve the organizational commitment of grassroots civil servants and reduce the turnover intention of grassroots civil servants,and provides countermeasures and suggestions for stabilizing the grassroots civil servants.Based on the above research purposes,this study uses a combination of qualitative and quantitative research methods to explore the overall status and interrelationship of grassroots civil service organizations' commitments and turnover intentions.This study works from the following three major parts:The first part expounds the practical needs and theoretical basis of this research.It finds the research problems from the status quo of grassroots civil servants,analyzes the purpose and significance of the research,and determines relevant research models and research tools based on relevant research results at home and abroad;The second part is the main part of this research.The third chapter uses the mixed research method to conduct research design.In the qualitativeresearch design,the literature research method and interview method are used to lay a theoretical foundation for the design of research hypotheses and questionnaires and to meet the actual characteristics of grassroots civil servants.In the quantitative research design,the questionnaire survey method and statistical analysis method are used to deeply explore the status and relationship of the commitment and turnover intention of grassroots civil servants.The fourth chapter and five chapter use SPSS22.0 and AMOS21.0 statistical analysis software to carry out reliability analysis and validity analysis on the questionnaire.And provides descriptive statistical analysis,differential analysis,correlation analysis,and regression analysis of organizational commitment and turnover intention data;The third part combines the results of data analysis and the actual situation of the management of grassroots civil servants in China,puts forward the management suggestions for the stable grassroots civil servants,summarizes the results of this research,and puts forward the prospect for further research in the future.This study finds that there are some differences in the organizational commitment and turnover intention of grassroots civil servants,and the organizational commitment has a negative impact on the turnover intention.It should focus on improving the affective commitment,the continuous commitment and the normative commitment of grassroots civil servants to achieve stable and sustainable development of grassroots civil servants.