满意度与离职意愿呈负相关。
The Satisfaction Rate and Turnover Intention have negative correlation.
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。
Results show that work autonomy moderates the relationships between organizational commitment and turnover intention.
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。
The research showed that: tour guides 'job satisfaction rate was low and turnover intention was strong.
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。
Staff quit is the result of turnover intention, which is closely related to employee's satisfaction rate.
本文对目前研究较少的高技能人才工作满意度和离职意愿的相关性进行了探讨。
The innovative points in this thesis include:Discussing the relevance of high-skilled talents'job satisfaction and dismission inclination.
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 actual quit of a job comes from the turnover intention, which related closely with employees' job satisfaction.
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。
Specifically, affective commitment negatively correlates to turnover intention, especially for whose with a high level of work autonomy.
实证分析结果表明：工作满意度和组织承诺是对科技型人才离职意愿有直接影响的关键变量；
The empirical analysis results show:Job satisfaction and organizational commitment are the key variables that directly influence turnover intention of science and technology talents.
应采取措施提高工作满意度、降低工作压力和增强心理健康，降低急诊科人员的离职意愿率。
The key to reduce the turnover intention is to take measures on the following 3 aspects: to improve job satisfaction, to decrease work pressure and to strengthen mental health.
而企业人力资源管理在不同程度上影响了员工的态度和心理预期，进而影响了他们的离职意愿。
The human resource management of enterprise influences employees' attitude and psychology expectations in different extent, which will influence their intentions to leave.
目的探讨在职护士的离职意愿现状及其相关因素，为临床制定人力资源管理的相关措施提供依据。
Objective to explore the status of the clinical nurses' quit willing and the related factors in order to provide reference for clinical manpower resource management.
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；
Once controlling variance—organizational commitment, "training" and "line manager" have a significant correlation with turnover intention.
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。
Employee job satisfaction can be explained respectively the company turnover intention, job performance with the variability of 49.38%, 58.46%.
根据研究得出主要结论：工作满意度、组织承诺和外部工作机会的主观感知对离职意愿有显著预测能力。
Based on the main conclusions: job satisfaction, organizational commitment and job opportunities outside the subjective perception of the intention to quit were significantly predictive ability.
医务人员的外在满意度与内在满意度均能良好地预测其组织承诺，而外在满意度能更好地预测其离职意愿。
Both exterior satisfaction and interior satisfaction can predict organizational commitment effectively. And only exterior satisfaction can predict turnover intention effectively.
职业支持对徒弟的离职意愿只存在着薄弱的直接效应，心理支持则是完全通过影响徒弟的组织承诺来影响徒弟的离职倾向。
Besides, the career support had feeble direct effect on prentices' turnover intention, and the psychological support worked on prentices' turnover intention totally via the organizational commitment.
职业支持对徒弟的离职意愿只存在着薄弱的直接效应，心理支持则是完全通过影响徒弟的组织承诺来影响徒弟的离职倾向。
Besides, the career support had feeble direct effect on prentices' turnover intention, and the psychological support worked on prentices' turnover intention totally via the organizational commitment.
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