Empirical Study Of Job Satisfaction As A Mediator Between Work Values And Turnover Intention Of The Core Staff In Liaoning Private Enterprises

Since reform and opening up, Chinese private economy grows gradually, and becomes the important social development support strength. How to make the private enterprise grow healthily has been a welcome topic in the academic and business areas. With the external business operation conditions of private enterprises gradually improved, institutional environment gradually relaxed, the focus of attention also will be gradually transferred to the enterprise internal human resources, such as reasonable selection of new stuff and maintain in employment. The enterprise employees’work values has also changed, the center of gravity of the staff focusing on the meaning of existence changed to the social effects of their work. The traditional occupational ethics, such as selfless dedication, loyalty, responsibility and responsible for work values is gradually extinct, which lead directly to job-hopping because of their dissatisfied. In this case, the enterprise managers face a serious practical problem:after they afford expensive cost of recruitment, training costs, salary and benefits, the commercial secret spreading, but they cannot well retain their employees, it also affect the enterprise internal morale, and even destroy the enterprise image. There are many factors influencing employee turnover tendency, such as the employees work values, job satisfaction, and so on.The affecting process and the mechanism of action are also complex. When people’s work values to the job or to the work environment can be met, people will be more content and happy to work. How the employees’work values affect the satisfaction of their work or the job-hopping? How to use different management styles to deal with the different staff. How to avoid employees leaving at random, and then improve employee job performance? These issues need the organizational behavior researchers and enterprises managers especially the private enterprise management to consider.This paper sorts out and comment on work values, job satisfaction and turnover intention firstly, then establishes a theoretical model among work values, job satisfaction and turnover intention. And it uses private enterprises in Liaoning as samples, investigates and measures work values, job satisfaction and turnover intention variables, exploratory factor analysis of the sample data using SPSS16.0software and Lisrel8.51-software, reliability testing, confirmatory factor analysis and structural equation modeling, in order to verify the effectiveness of the established theoretical model. The paper wants to find the relationship among private enterprises in Liaoning employees work values, job satisfaction and turnover intention.This study contains six chapters:Chapter one:Introduction. Elaborate the background, the theoretical and practical significance of the research. And then point out this paper’s idea methods and innovation.Chapter two:the literature review. This paper combing the relevant research literature clearly define the meaning of the relevant concepts, elaborated work values, job satisfaction and turnover intention theoretical origins and rich connotation of research.Meanwhile this paper makes the analysis foundation combined with the summaried conclusions.Chapter three:Mechanism theory. This chapter seriously analyze action mechanism of private enterprises work values to turnover intention. Combination of incentive theory, expectancy theory, equity theory to analyze how the job satisfaction plays an intermediary role in the process of work values affecting turnover intention.Chapter four:Study design.It includes building a theoretical model, setting the variable, hypotheses, scale design, sample selection, inspection of the data collection process and data analysis methods and scale measure. According to literature access and depth interviews, private enterprise employees work values and job satisfaction are divided into the corresponding dimension, with these foundation, build a conceptual model.Chapter five:Empirical analysis. It includes sample analysis, descriptive statistical analysis, validity analysis, reliability analysis and model verification. Considering the different regions of the economic development situation and cultural background, this article conducted random sampling from Liaoning Province private enterprises. This paper collected data by questionnaire survey, use of mathematical statistical analysis and structural equation theoretical model carried out the analysis, testing and verify the assumptions.Chapter six:Conclusions and Implications. Through the empirical results,this paper summarizes the research findings, provides management recommendations for private enterprises, and also points out the limitations of this study, discusses the follow-up research directions.This paper found such conclusions through systematically analysis and research:(1)Empirical study tests the measurement dimensions and indicators of work values, job satisfaction and turnover intention. With the previous studies and new data of Liaoning private enterprises, we divided work values into the orientation of the organization’s security, stability and leisure orientation, social value orientation and self-orientation of four dimensions, separate job satisfaction into two dimensions, intrinsic job satisfaction and extrinsic job satisfaction, and test the appropriate scale items.(2)When we mention the relationship of work values and job satisfaction, Organization’s security-oriented work values don’t have significant influence on the intrinsic job satisfaction and the extrinsic job satisfaction. Stability and leisure-oriented work values affect the relationship between intrinsic job satisfactions significantly, but it can’t significantly affect extrinsic job satisfaction. Social values of work values, intrinsic job satisfaction and extrinsic job satisfaction have significant relationship. Self-oriented work values and external job satisfaction have significant relationship.(3)There is a significant negative effect on the relationship between employees’job satisfaction and turnover intention. From the two sub-assumptions, if staff have lower satisfaction with their work, which will produces the separation idea; staff satisfaction with the work environment is lower, then the greater the tendency of leaving idea. What’s more, the employee’s satisfaction of their work has more effect on the tendency of leaving than the satisfaction of the work environment. From this conclusion, the job satisfaction is the most important factor which can lead to job leaving.(4)Job satisfaction plays a mediating role in the relationship between work values and turnover intention. From the empirical results, the satisfaction in the work plays a intermediary role of stability and leisure orientation in some extent, social values of work values and turnover intention, while the organizational environment and managers and colleagues’satisfaction play a intermediary role partly of self-realization-oriented work values and turnover in some extent.