Studies On The Relationship Among The Knowledge Staffs’ Cognitive Biases, Job Satisfaction And Turnover Intention In The New High-tech Enterprises

Nowadays, with the enterprises are increasingly permeated by the high technology, knowledge staffs have become an integral part of human resources. The effect and value of this kind of staffs are more prominent; they are the source of enterprise competitiveness and value creation; especially for the new high-tech enterprises. However, the accelerating of the knowledge staffs’flow frequency brings many uncertain factors for the maintain of knowledge staffs in the new high-tech enterprises, and further influence the core competence and sustainable development of a enterprise and now has become the inevitable problem of high-tech enterprises. Existing researches show that the job satisfaction can have an important impact on the staffs turnover intention, and then affect staff turnover behavior. However, the influencing factors of the knowledge staffs’ job satisfaction include the organization or work characteristics. Apart from these, if there are other variables, is not discussed in these studies. Based on previous research, the turnover intention is a stable will formed after staffs evaluate the whole organization, and the job satisfaction is a stable attitude formed after staffs evaluate all aspects of work, the core of both is the staffs’evaluation to the organization or work. As a subjective behavior of staffs, does the evaluation be influenced by the cognitive biases? If there really be, what is the mechanism of action? And what is the degree of influence? All these problems need further research.Therefore, this research is based on behavioral economics and social exchange theory, the research object is the special group that is knowledge staffs in the new high-tech enterprise, and research method is the integrated use of literature analysis, survey method and statistical analysis etc. The research discusses the influence of staffs’ cognitive deviation and its various dimensions to job satisfaction and turnover intention, and attempts to uncover the "black box" of cognitive deviation mechanism.This study mainly consider four points on the conception of theoretical model:(1) the past researches which about the relationship between the staffs’cognitive factors and turnover intention ignored the role of staffs’cognitive biases. Consequently, this study focuses on the influences of knowledge staffs’cognitive biases towards turnover intention, and cognitive biases are divided into overconfidence, attribution bias, cognitive follow and reference dependence four dimensions; (2) the evaluation of knowledge staffs towards the existing works, that is the job satisfaction not only influenced by the organization or job objective characteristics, also by staffs’ subjective cognition, especially the effect of cognitive biases. (3) If the knowledge staffs’ job satisfaction has the prediction effect on the turnover intention, then the prediction effect is affected by the staff cognitive biases or not. (4) According to the classification of staff behavior and the logic relation of "cognitive, attitude, behavior ", knowledge staffs’cognitive biases may affect turnover intention through job satisfaction.My research have been investigated four categories of 15 new high-tech enterprises in six cities throughout the country adopted the maturity scale of the related literature around both home and abroad, and I got 439 validated questionnaire at last. Through descriptive statistics analysis, factor analysis, variance analysis, reliability analysis, validity analysis, hierarchical regression analysis, coupled with the statistical software tool SPSS20.0 and AMOS20.0,I have tested the research hypothesis. According to the data analysis, I draw the following conclusion:(1) The cognitive bias of the knowledge staff in new high-tech enterprises has a significantly positive effect on turnover intention, whereas has a negative effect on job satisfaction. At the same time, the dimensionality of the knowledge staffs’cognitive biases is focus differently on the two dimensionality of the job satisfaction and the effect of the turnover intention.(2) Job satisfaction and its two dimensionality have a significantly negative effect on knowledge staffs’ turnover intention.(3) Job satisfaction has some mediating effect between cognitive biases and turnover intention of the knowledge staff in new high-tech enterprises.At last, on how to improve the knowledge staffs’ management of different career stages, my research has come up with an entirely manage countermeasure based on the staffs’ cognitive biases according to the research conclusion, and put forward the subsequent study directions aiming at the limitations of this research.