This research investigates the reasons one voluntarily leaves an organization from two aspects: the outer-pull一factor (job opportunity) and the inner-push-factor (employee's attitude, mainly including of satisfaction and organizational commitement), it's an individual一level research that emphasizes the individual differences among the relationship of job opportunity-attitude-voluntary turnover which reflected by the actural turnover behavior.
There are three sub-studies: Employees' perception and evalution toward job opportunity, the relationship between employee's attitude and their voluntary turnover intention (which includes of two studies: organizational commitment and turnover intention, structural variables, attitude variables and turnover intention), job opportunity, attitude and voluntary turnover. About 2000 participants took part in this research and EFA, CFA, Hierarchical Regression Analyses, SEM and other statistics methods were used to test hypotheis. The following are our main findings:
1 .There are significant differences among participant's evaluation to different enterprise attributions; foreign invested enterprises attract employee most, but there is interactive effect between individual differences and enterprise's ownership on the attraction evaluation, risk preference and tolance to stress are two moderators on this relationship; moreover, some other individual differences serve as the moderators among the relationship of attraction evaluation and perception of job opportunity, English level is the moderator between the relationship of the attraction of foreign invest enterprise- perception of job oppotuinity, guanxi, self efficiency and general training are important moderators between this relationship.
2. The sub-dimensions of organizational commitment can interactively influence turnover intention,normative commitment can influence turnover intention through the mediate effect of affective commitment, nc and ac also can interactively influence turnover intention; then ac and lost, nc and lost will interactively influence turnover intention.
3. Satisfaction and organizational connnitement serve as mediators between structural variables and turnover intention, but they have different mechanism, role ambugity, role conflice, assistant support,distribute justice and procedural justice are the antecedents of satisfaction and guanxi, leadership, ability-job fit are the antecedents of organizational commitment.
4. Job opportunity and employees' attitude can significantly predict turnover intention, job opportunity and turnover intention are the antecedents of job search behavior, the turnover intention and job search behavioe can influence employees' voluntary turnover behavior.