Dissertation
Dissertation > Medicine, health > Preventive Medicine,Health > Health care organizations and career ( Health Management ) > Health staff

Xinjiang regional disease prevention and control team of organizational commitment and turnover intention

Author ZhaoHongZuo
Tutor YaoHua
School Xinjiang Medical University
Course Social Medicine and Health Management
Keywords Disease prevention and control personnel Organizational commitment Turnover Intention
CLC R192
Type Master's thesis
Year 2010
Downloads 36
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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.

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