ANALYSIS OF EMPLOYEE TURNOVER FACTORS IN GUIZHOU PUBLIC HOSPITALS UNDER ORGANIZATIONAL CULTURE
Abstract
Many existing studies have shown that organizational culture has an impact on employee turnover behavior, but the types of organizations are different, and the culture within different organizations is also quite different. The influence of organizational culture on employee turnover should be classified and analyzed across different types of organizations. Using the example of a public hospital in Guizhou, this paper carries out an empirical analysis of the relationship between hospital’s organizational culture and employee turnover rate. In this particular case, organizational culture is divided into four dimensions: perceived trust, collectivism, adventurousness and openness. The conclusion shows that there is a significant negative correlation between hospital organizational culture and turnover intention. Perceived trust has the greatest effect on employee turnover rate, which is greater than collectivism, adventurousness and openness. The conclusions and suggestions of this paper will provide some reference for hospitals’ human resource management, promoting reform and development of public hospital management in Guizhou.
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The EUrASEANs
International College Suan Sunandha
Rajabhat University, Bangkok, Thailand
