Xinjiang regional disease prevention and control team of organizational commitment and turnover intention
|School||Xinjiang Medical University|
|Course||Social Medicine and Health Management|
|Keywords||Disease prevention and control personnel Organizational commitment Turnover Intention|
Objective of Xinjiang Urumqi disease prevention and control team organizational commitment and turnover intention conduct research , analyze disease prevention and control team Urumqi overall level of organizational commitment , structure , mechanism , influencing factors, intention to leave the status quo and their relationship to explore organizational commitment and turnover intention employees generated turnover behavior predicted effect. Methods A literature survey , questionnaire and personal interviews and other methods , mainly from the general survey , organizational commitment and turnover intention -depth study of three parts prevention and control team staff organizational commitment and turnover intention circumstances . Results 1. Urumqi disease prevention and control personnel overall organizational commitment score was 70.61 ± 10.650; 2. For Disease Prevention and Control staff organizational commitment to do univariate and multivariate analysis, age , education, job title that affect CDC staff organizational commitment major factor. 3 three dimensions of organizational commitment and turnover intention was negatively related to ongoing commitment to further regression analysis showed that turnover intention is to influence the most important factor . Discussion 1 . Urumqi CDC employees generally higher levels of organizational commitment , workforce stability is strong. (2) improve disease prevention and control staff 's ongoing commitment to the level of turnover intention is to reduce one of the important measures . 3 levels of organizational commitment in the personal characteristic variables there are some differences , managers must carefully analyze the factors related to employee turnover intention and willingness to take measures to reduce turnover and turnover rate . 4 From the perspective of human resource management focuses on strengthening disease prevention and control proposed staff emotional commitment and sustained level of commitment of management proposals , thereby reducing its intention to quit . There are the following: ( a ) satisfy the disease prevention and control staff job requirements ; ( 2 ) to strengthen organizational communication , create a good cultural environment ; ( 3 ) optimize the pay system , strengthen the incentive mechanism.