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The thesis sums up a literature review of research on employee turnover and analyzes the reasons for turnover of workers from the point of view of enterprise factors, job satisfaction, organizational commitment, boss quality, villagers group and employee characters. The researching model uses enterprise factors, job satisfaction, organizational commitment, boss quality, villagers group as independent variable, turnover intention as dependent variable. A questionnaire is designed for practical research on this issue. Using positive analysis method, we get the relation among small and medium enterprise system, job satisfaction, organizational commitment, boss quality, villagers group and turnover intention.The analysis suggests communication factors have relation with turnover intention. Payment, promotion, training and communication relate with turnover intention through internal job satisfaction. Payment, promotion and communication relate with turnover intention through effort commitment. Workers’feelings of training from other places in the enterprise are higher than that of local staff. The female staff’s feelings of training in the enterprise are lower than that of male staff. Unmarried employees have relatively stronger intention of turnover. Employees whose age is below 30 have relatively lower commitment. As they grow older, employees have stronger internal satisfaction. Employees with at least college background have the lowest effort commitment. Employees whose salary is below$1000 have relatively lower effort commitment. With the employees’working experiences raised, they have higher effort commitment.In the end, the paper gives a conclusion on the research and proposes relevant countermeasures, suggestions and prospects for the future.
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