A Study on the Effect of Organizational Commitment on Employees' Turnover Intention: A Validation from A High-Tech Company in Shanghai


Organizational Commitment
Employee Turnover Intention


In 2020, when the new crown pneumonia epidemic (COVID-19) hits, the two
major tasks ahead are fighting the epidemic and stabilizing the economy, respectively.
At the beginning of an outbreak, the damage to the economy is limited to localized
countries or regions, but when the epidemic enters the global pandemic phase, the
shock to the economy is instantly expanded. At this stage, the development of the
epidemic has become normalized, and it has become an urgent task for countries to
prevent the epidemic with one hand and stabilize the economy with the other. How
will trade, which is closely related to the economy, be affected? What is the role of
multilateral trade in economic development during the epidemic? And so on.
With the continuous improvement of market economy and human resource
market, the free flow of talents becomes more and more frequent. Moderate
employee mobility is beneficial to both companies and society, but frequent
departures not only bring high labor cost losses and replacement costs to companies,
but also may leak trade secrets and empower competitors, thus affecting the
organization's performance and long-term development. According to a recent report
by Collage Systems, the high-tech industry has the highest turnover rate of about
13.2% (Tim Johnson, 2018). Obviously, the loss of high-quality human capital is
undoubtedly a huge blow to high-tech enterprises, which not only increases the
overall capital for employee introduction and training, lengthens the overall input and output time of employees, but also may trigger the problems of core
technology leakage and poor sustainability of research data, which objectively
negatively affects the reasonable research activities of high-tech enterprises and is
not conducive to the formation of a good scientific research within high-tech
enterprises This objectively has a negative impact on the rational research activities
of high-tech companies and is not conducive to the formation of a good research
atmosphere within high-tech companies, which weakens the competitive advantage
of high-tech companies in their core areas through innovation (Syeda Amna, 2013:
1532-1541). Therefore, employee turnover, especially core employees, has become a
common topic of great concern for corporate managers and scholars.
This paper is divided into five main parts. The first part is Chapter 1, which
focuses on the background of this independent study, the current status of the study,
the importance of the study, the objectives of the study, the contribution of the
study, and the limitations of the study. The second part is the second chapter, which
focuses on the organizational commitment and employee turnover intention
behavior of this independent study, and theoretically compares and summarizes the
research results by domestic and foreign scholars. The third part is the
methodological chapter, which mainly elaborates the question composition and
measurement methods of the organizational commitment and employee turnover
intention scales of this study, proposes the research hypotheses of this study,
defines the overall study, sample size, and sampling method, details the
questionnaire data collection methods, and conducts the relevant reliability tests on
the organizational commitment and employee turnover intention scales. The fourth
part is Chapter 4, which focuses on organizing and analyzing the returned
questionnaire data through SPSS software, analyzing the relationship between
personal background variables and their dimensions, and the influence of
organizational commitment and turnover intention, and analyzing the correlation
between organizational commitment dimensions and employee turnover intention
behavior through regression analysis. The fifth part is Chapter 5, which sorts out the
results of the analysis in Chapter 4 and draws conclusions. It discusses the future improvement and enhancement of business operation and management of high-tech
enterprises, as well as the outlook and suggestions for future related research

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