An Empirical Study On The Relationship Between Grassroots Employee Satisfaction And Turnover Intention In County Commercial Banks

In recent years,with the adjustment of industrial structure and the impact of the Internet financial,coupled with the influence of the outbreak of the global COVID-19 epidemic,many commercial banks are facing the transformation and upgrading,and the abnormal flow of employees of commercial banks has become more frequent,especially the grass-roots employees of county-level commercial banks are increasingly strong.The tendency to quit and the increasingly common phenomenon of quitting have brought certain challenges to the operation and management of banks.Therefore,it is necessary to analyze the satisfaction and resignation tendency of the grass-roots employees of county commercial banks,to find a solution to the problem,to enhance the management level of the enterprise,and to maintain the long-term and stable development of the bank.The research samples were collected in the form of network questionnaires.After the questionnaires were collected,6,360 grass-roots employees of commercial banks from 32 counties in 15 provinces were selected as the research objects according to regional characteristics,economic development and other factors.The content of the questionnaire includes three aspects: basic personnel information,employee satisfaction factors and turnover intention.Among them,this paper summarizes the satisfaction factors into five factors: the management status,promotion channels,salary and welfare,corporate culture,education training.The results of the questionnaire are processed by SPSS21.0.According to it,this paper analyzes the current situation and differences of the turnover intention of the grassroots employees in county commercial banks.Besides,this paper uses demographic factors as control variables,satisfaction factors and turnover intention as the independent variable and dependent variable respectively to perform regression analysis and robustness tests on satisfaction factors and turnover intentions and then draw research conclusion and put forward relevant strategies.The following conclusions are drawn through empirical research: Firstly,the current analysis results show that most of the grassroots employees in county commercial bank have a tendency to resign due to various considerations.Although the tendency to resign does not mean that employees will definitely propose to resign,it reflects from the side that the satisfaction factors affecting turnover intention have not been recognized by grassroots employees.Secondly,the difference analysis shows that the turnover tendency of grass-roots employees with different ages,educational backgrounds and working years is significantly different,while the turnover tendency of grass-roots employees with different genders and marital status is not significantly different.Thirdly,the empirical analysis and robustness test results show that the five types of satisfaction factors have a significant negative impact on turnover intention,and the degree of influence is in descending order of salary and welfare,the management status,promotion channels,education training and corporate culture.At the same time,the analysis shows that gender and marital status control variables have no correlation with turnover intention,while age and working years control variables have a negative relationship with turnover intention,and educational background control variables have a positive relationship with turnover intention.Specifically,grassroots employees with different educational backgrounds have the most significant impact on turnover intention due to management status and salary and benefits.Besides,grassroots employees with different working years have the most significant impact on turnover intention due to promotion channels and corporate culture.The impact of the grassroots employees with different working years on the turnover intention is the most significant because of education training.Fourthly,in terms of relevant strategies,this article based on the results of empirical analysis proposes related strategies to improve the satisfaction of grassroots employees in county commercial banks,from five aspects: management status,promotion channels,salary and welfare,corporate culture,and education training,thereby reducing their turnover intention.