The Satisfaction Rate and Turnover Intention have negative correlation.
满意度与离职意愿呈负相关。
Study 2 investigated the mediated effect of LMX between AS and Turnover Intention.
研究2考察了LMX在虐待式管理与离职倾向关系中的中介作用。
Establish a more reasonable prize money, welfare system and reduce staff turnover intention.
建立更合理的奖金、福利制度，降低员工离职倾向。
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。
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 research showed that: tour guides 'job satisfaction rate was low and turnover intention was strong.
研究结果表明：导游工作满意度普遍不高，有着较强的离职意愿。
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。
The differences of age have a significant impact on job itself, working relations and turnover intention.
年龄差异对工作本身、工作关系、离职内因倾向和离职外因倾向具有显著影响；
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。
The actual quit of a job comes from the turnover intention, which related closely with employees' job satisfaction.
员工离职行为的发生产生于离职意愿，而离职意愿与员工工作满意度有密切的关系。
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。
Results show that work autonomy moderates the relationships between organizational commitment and turnover intention.
结果发现，工作自主性调节情感承诺与离职意愿之间的关系。
Job satisfaction is also an intermediary variable factor between organization culture identity and turnover intention.
工作满意度是组织文化认同与离职倾向的中介变量。
The perceived opportunities and occupational commitment had the mediated effect in the formation of turnover intention.
感知机会、职业承诺在离职倾向形成中具有重要的调节作用。
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。
Among three dimensions of organizational commitment, affective commitment is the most significant for turnover intention.
在组织承诺的三个维度中，情感承诺对于离职意图的影响是最大的。
Organizational commitment played an intermediation role in the relationship between career growth and turnover intention.
组织承诺在职业成长与离职倾向间起到了部分中介作用；
The other is analysis of how NPO Employee Psychological Contract affects Employee Job Satisfaction and Turnover Intention.
第二部分分析非营利性组织员工心理契约对工作满意感和离职倾向的作用。
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。
At the same time, the influence factors of turnover intention were CS, training and retirement, age and the period hotel setting up.
同时，影响流失倾向的核心因素主要是职业生涯满意度、培训与退休、年龄和饭店成立年限。
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。
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。
Normative commitment and continuance commitment have partly intermediate function which distribution justice affects turnover intention.
规范承诺、情感承诺在晋升与培训对离职倾向的影响过程中起到部分中介作用。
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。
Once controlling variance—organizational commitment, "training" and "line manager" have a significant correlation with turnover intention.
排除组织承诺各因子的干扰后，员工满意度的“进修”和“主管”两个因子与离职意愿呈现显著相关；
Career plateau has significant positive relationship with turnover intention, while the relationship with work performance is not significant.
通过路径分析发现，职业高原会导致离职倾向的增加，对工作绩效的影响却没有达到显著性水平。
The influence factors of turnover intention are different in three kinds of employees, which are workers, technologist and low-level managers.
生产线员工、技术人员和基层管理人员三类不同岗位员工的离职影响因素存在差异。
Employee job satisfaction can be explained respectively the company turnover intention, job performance with the variability of 49.38%, 58.46%.
总体工作满意度可以解释员工离职意愿49.38%的变异性、员工工作绩效58.46%的变异性。
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；
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；
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