Research On Effect Of Organizational Career Management On Turnover Intention Of Young Employees In Enterprises

In recent years,the young employees turned over frequently,which created enormous loss to the enterprise.So,in order to help the enterprises to solve the problem, theoretical researchers began to explore the reasons for the young employees' turnover in succession.With the theory of non-border career rising,the enterprise began to manage young employees' career in an organizational point of view.However,keeping people in ways,the young employees' turnover remained a serious initiative.Facing the instability of the young employees and the loss of talented,enterprise managers began to question the value of the Organizational Career Management.In this view,as soon as other studies,the study,from the perspective of organizational career management,focused on the match of the young employees' practices expectations and the actual perception on organizational career management, explored the impact of the gap between the two aspects to young employees' turnover intention,and tried to seek ways which can reduce young employees' turnover.First of all,the study supported the research model and related assumptions on the base of the literature review;and then conducted the questionnaire survey through individual interviews,researchers consultative and forecasting;After obtaining the original data from empirical research with the measurement system,the study used multivariable analysis and software such as SPSS15.0 and AMOS7.0 to conduct a reliability analysis,validity analysis,factor analysis,structural equation analysis,and so on,ultimately certificated the assumptions.So,through analysis and discussion,the main conclusions of this study were:First,expectations of young employees in the organizational career management was manifested in six factors,which were fair and reasonable system,learning and training support,training opportunities to help the career exploration and planning provide,career development information provide,helping to change the role.In these six areas,there was a certain gap between the concrete practice and young employees expectations.Second,the gap between the young employees' practices expectations and the actual perception on organizational career management had a significant negative impact on job satisfaction and organizational commitment,and a significant positive impact on turnover intention through job satisfaction and organizational commitment indirectly;Third,the job satisfaction and organizational commitment had a positive impact on turnover intention,but the impact of the job satisfaction on turnover intention wasn't significantly;However,The impact of the job satisfaction on organizational commitment was influenced significantly.