Factors influencing the turnover intention of middle managers at a company in China


  • Lv Wen
  • Anong Wisessuwan
  • Waratta Authayarat


Job rotation, Job satisfaction, Personnel management, China, Organizational commitment


        The purposes of this study are as follows: (1) to explore the factors influencing turnover intention of middle managers at the Peisidun Lock Industry Company in China; and (2) to compare the influences of age, gender and years of experience on turnover intention of these middle managers. A sample of 44 employees were randomly selected from Peisidun Lock Industry Company in Ruan city of China. A questionnaire was used to collect the data, and was divided into two sections. The first part included demographic data, and the second part used a job satisfaction scale based on the Minnesota Satisfaction Questionnaire (MSQ), a short-form, organizational commitment scale designed by Allen and Meyer (1991), and a turnover intention scale adapted from Chen, Hui and Sego (1998) The findings reveal that job satisfaction was at a high level and the organizational commitment was at a moderate level. From the comparison between different gender and different years of experience, there were no significant differences. In the comparison between different age groups of middle managers, a significant difference in organizational commitment was found. Job satisfaction and organizational commitment had a negative relationship with turnover intention, and organizational commitment was a significant predictor of middle manager turnover intention. The job satisfaction of the 1980’s group having 6 years of experience or less were significant predictors of turnover intention.

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