Organization culture identity and job satisfaction have signification prediction ability to the turnover intention.
组织文化认同与工作满意度对离职倾向有显著的预测能力。
Staff quit is the result of turnover intention, which is closely related to employee's satisfaction rate.
员工的实际离职产生于离职意愿，而离职意愿与员工满意度密切相关。
Using correlation analysis to test the existence of correlation between job satisfaction and its'factors and job performance and turnover intention.
用相关分析来判断工作满意度及各因子是否与工作绩效和离职倾向存在相关关系；
The employee's turnover intention is affected by alot of factors, so how to retain employee is a systematic project.
员工离职意向的产生是多方面因素综合造成的，因此如何留住人才也是一项系统的工程。
Job satisfaction was also suggested to be a mediate variable between demographic variables, job related variables and turnover intention.
工作满意度可能是人口变量、职业变量与流失意图之间的中间变量。
Career tutorship career information management rules and director's support is related to organizational commitment and job satisfaction, and turnover intention is only related to director's support.
组织职业生涯管理的生涯辅导、生涯信息、制度保证、上司支持均与组织承诺、工作满意度显著相关，而离职倾向仅与上司支持这个因素相关显著。
And by calculating to get the the differences between the two companies of job satisfaction, job performance and turnover intention.
并通过计算得到了两家企业在工作满意度，工作绩效和离职倾向上的差异。
Supervisory commitment was positively related to job satisfaction, and job performance. It was negatively related to turnover intention.
员工主管承诺与员工的工作满意度和工作绩效有显著的正相关，与离职意向有显著的负相关。
Both Organizational commitment and locus of control were found to have a significant impact on turnover intention. so do other personal attributes except marriage.
结果发现组织承诺、内外控人格特质对离职意图有显著影响，个人属性中除婚否外，其他属性对离职意图也有显著影响。
The primary purpose of this study is to examine the turnover intention of financial consultants.
本研究主要目的在于探讨银行理财专员的离职倾向。
Specifically, affective commitment negatively correlates to turnover intention, especially for whose with a high level of work autonomy.
即情感承诺增加会降低员工的离职意愿，尤其是对于工作所提供的自主性水平较高的个体。
Try to find an effective way to improve employee job satisfaction and job performance and reduce the turnover intention.
试图为企业提高员工工作满意度和工作绩效，降低离职倾向寻求一条有效途径。
However, there are few empirical researches related to middle-level managers' turnover intention.
然而，有关中层管理者离职倾向的实证研究并不多见。
The key to reduce the turnover intention is to take measures on the following 3 aspects: to improve job satisfaction, to decrease work pressure and to strengthen mental health.
应采取措施提高工作满意度、降低工作压力和增强心理健康，降低急诊科人员的离职意愿率。
The key to reduce the turnover intention is to take measures on the following 3 aspects: to improve job satisfaction, to decrease work pressure and to strengthen mental health.
应采取措施提高工作满意度、降低工作压力和增强心理健康，降低急诊科人员的离职意愿率。
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