A Study Of Relationship Between Perceived Job Insecurity, Perceived Organizational Support And Turnover Intention

In 2008, triggered by the U.S. subprime crisis, the economic crisis spread rapidly around the whole world, which intensified a new round of organizational change and competition among each country. Under this crisis, many economic entities have fallen. It also made the employees feel lack of security about the jobs and the future development. As an important concept in the field of behavior of western organization, perceived job insecurity has got plenty of research results. However, the research in the field of perceived job insecurity in China has been done extremely rare. Therefore this topic tends to comprehend the content and the structure of the employees' job insecurity that work in China and study the consequences of its impact on the organization so as to expand the research in the field of perceived job insecurity in China.On the basis of reviewing the related literatures, our formal study surveyed 206employees in different kinds of companies which were from 5 cities. The statistical analysis contains fiducially test, validity test, description statistic, correlation analysis and multivariate stepwise regression.The study has reached the following conclusions: the construct of job insecurity consisted of five factors in Chinese employees. They are insecurity of job loss, insecurity of job execution, insecurity of payment and promotion, insecurity of excessive competition, and insecurity of interpersonal relationship. We find that perceived job insecurity, perceived organizational support and turnover intention have some differences in the different tenure and educational level. Perceived job insecurity and its five factors have significant negative correlation with perceived organizational support. Perceived job insecurity has significant positive correlation with turnover intention. Perceived organizational support has significant negative correlation with turnover intention. Insecurity of job execution, insecurity of payment and promotion, and insecurity of excessive competition have good anticipation on turnover intention. Insecurity of excessive competition, insecurity of payment and promotion and perceived organizational support have good anticipation on turnover intention. Perceived organizational support makes a certain intermediary effect between perceived job insecurity and turnover intention.