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1·The Satisfaction Rate and Turnover Intention have negative correlation.

满意度与离职意愿呈负相关。

2·Study 2 investigated the mediated effect of LMX between AS and Turnover Intention.

研究2考察了LMX在虐待式管理与离职倾向关系中的中介作用。

3·Establish a more reasonable prize money, welfare system and reduce staff turnover intention.

建立更合理的奖金、福利制度，降低员工离职倾向。

4·The primary purpose of this study is to examine the turnover intention of financial consultants.

本研究主要目的在于探讨银行理财专员的离职倾向。

5·However, there are few empirical researches related to middle-level managers' turnover intention.

然而，有关中层管理者离职倾向的实证研究并不多见。

6·The research showed that: tour guides 'job satisfaction rate was low and turnover intention was strong.

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。

7·Staff quit is the result of turnover intention, which is closely related to employee's satisfaction rate.

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。

8·The differences of age have a significant impact on job itself, working relations and turnover intention.

年龄差异对工作本身、工作关系、离职内因倾向和离职外因倾向具有显著影响；

9·Organization culture identity and job satisfaction have signification prediction ability to the turnover intention.

组织文化认同与工作满意度对离职倾向有显著的预测能力。

10·The actual quit of a job comes from the turnover intention, which related closely with employees' job satisfaction.

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。