Research On The Relationships Between Employee Psychological Empowerment, Job Involvement And Turnover Intention

In our country, the high level of the employee's turnover rate becomes big problems and takes more and more attention to the companies. In such situation, traditional human resource management methods and measures have no longer applied to them. Various new policies of human resource management, new techniques and new methods emerge constantly and supply a lot of new thoughts for the companies to improve the human resource management level and reduce the employee's turnover rate. As a new management technique, psychological empowerment attaches importance to business and theory fields. Psychological empowerment and work attitude, which is an extensive concerned research field to foreign scholars, has already caused the research interest of our scholars. The psychological empowerment is a psychological cognitive state that employee replies to the higher manager's authorized behavior .The work attitude is the positive and the negative estimation of employee to the working conditions, mainly includes three aspects: Work Satisfaction, Job Involvement and Organizational Commitment. Turnover behavior is the behavior that employee leaves the organization which loses the attraction to the employee. In recent years, turnover intention, a very effective forecast variable to turnover behavior gets more and more attention.This research ,on the base of commenting relevant concepts, theories and current situation domestic and abroad of psychological empowerment ,work attitude and behavior, finds that some scholars have already done some studies and have obtained the certain research results in these fields, but does not have the scholar to discuss an important variable,Job Involvement,in a unified frame and its intrinsic function mechanism between psychological empowerment and turnover intention , in addition, mostly the literature materials all discuss the relations between psychological empowerment and other variables, but are less to its four dimensions and other variable relational research.Therefore, this research adopts existing Psychological Empowerment Questionnaire, Job Involvement Questionnaire that corrected by the author and Turnover Intention Questionnaire ,which regard enterprise staff as their research objects, through confirmatory factor analysis , SEM and demography variable analysis, probe into inherent function mechanism among psychological empowerment, job involvement and turnover intention. In addition, analyzes the demography variables' influences. The main research conclusion is as follows:First, the Job Involvement Questionnaire which translated and corrected by the author has good level of reliability and validity.Second,demography statistics variable analysis indicates that there are significant gender difference,job seniority difference,position category difference and company nature difference in Psychological Empowerment and the four dimensions. Except for significant gender difference and job seniority difference, there are no other variables have significant influence on job involvement. Except for significant position category difference and company nature difference, there are no other variables have significant influence on turnover intention.Third,the result of Hierarchical Regression Analysis shows that job involvement plays the part intermediary role between psychological empowerment and turnover intention, This indicates that the psychological empowerment on the one hand may directly affect employee's turnover intention, on the other hand through strengthens employee's job involvement, may reduce the turnover intention.Fourth, further analyzing the four dimensions of psychological empowerment, we find that meaning and self-determination has the positive influence on job involvement and the negative influence on turnover intention; self-efficacy has the positive influence on job involvement, impact has no significance influence on job involvement and turnover intention.Finally, according to the research findings, proposes several management suggestions: (1) improves the authorized environment of the organization, strengthens the employee's cognition of the authorized empowerment, namely enhances psychological empowerment degree; (2) riches works and improves organization management measure, strengthens employee's job involvement.