The data of this study was collected from 146 current government ethic officers and 50 other officers in other government branches, who were originally transferred from the Bureau of Ethics. The purpose of this study was to analyze the interrelationships between job cognition, job stress, job satisfaction, and work commitment in order to explain the patterning behavior of job turnover happening to the ethic officers in the Bureau of Ethic. In this thesis, we found that those who were transferred to other branches of the government have lower score in job cognition and work motivation than those who are retained in the Bureau. It was also found that job cognition was positively related to job satisfaction and work commitment. Ii is assumed that job turnover is a reflection of work commitment. And the result of data analysis also supports the relationship between them. The job turnover of the ethic officers is at least partially attributed to the direct impacts of job cognition and job stress, and the indirect impacts through job satisfaction. Therefore, the way to promote job cognition, to reduce job stress, and to increase job satisfaction and work commitment shall be able to motivate and retain ethicials¡¦commitment to their work and the Bureau. So is it the possible solution for a reduction in job turnover.