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Which Characters of Knowledge-Based Employees Have Higher Turnover Intension in Chinese Culture Industry?

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http://www.scirp.org/journal/PaperInformation.aspx?PaperID=49095#.VJOb_cCAM4

Author(s)
By use of multiple logistic regression analysis of the questionnaire data of 465 knowledge-based staff in the culture industry of a province in the Western China, the author has found that the three main factors related to job satisfaction and the turnover intention are not simply negatively correlative, which differs from the former classical studies of relationship between job satisfaction and turnover intention. This research has discovered that 1) the factor of career development satisfaction is not predictable on the turnover intention probability; 2) the turnover intention of the knowledge-based staff who have low satisfaction with the job itself is not higher than those who have high satisfaction with their jobs; 3) the turnover intention of the staff with low pay satisfaction is lower than those with high pay satisfaction, that is, the knowledge-based employees with higher pay satisfaction have correspondingly higher probability of turnover intention, compared with those with lower pay satisfaction; 4) such covariates as gender, age, educational background, professional title, income level, position, working years, the number of previous work units being considered, all mentioned demographic characteristics above but the income level have no significant influence on turnover intention; the employees with low income levels are more unwilling to leave than those with higher monthly income level.
Cite this paper
Chen, J. (2014) Which Characters of Knowledge-Based Employees Have Higher Turnover Intension in Chinese Culture Industry?. Open Journal of Social Sciences, 2, 18-27. doi: 10.4236/jss.2014.29004.
 

[1] Porter, L.W. and Steers, R.M. (1973) Organational Work and Personal Factors in Turnover and Absenteeism. Psychological Bulletin, 80, 151-176. http://dx.doi.org/10.1037/h0034829
[2] Tsui, A.S., Egan, T.D. and O'Reilly III, C.A. (1992) Being Different: Relational Demography and Organizational Attachment. Administrative Science Quarterly, 37, 549-579. http://dx.doi.org/10.2307/2393472
[3] Peterson, R. (1994) A Meta-Analysis of Cronbach's Coefficient Alpha. Journal of Consumer Research, 21, 381-391. http://dx.doi.org/10.1086/209405                                                 eww141219lx
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