A Study On Effect Of Organizational Career Management, Perceived Organizational Support On Turnover Intension Of Knowledge Employee

Since entering the 21st century, as a relatively independent area of human resources management research, career management is undergoing fundamental changes, especially with the deepening of the knowledge-based economy and the emergence of knowledge employees, organizational career management is given more and more attention by the staff. How could we stimulate creativity and enthusiasm of knowledge employees through good organizational career management to reduce the turnover rate and improve retention level? This is an important problem to a modern enterprise. This article regards knowledge employees as the research object, introducing the intermediary variable of perceived organizational support, probing into organizational career management impact on this intermediary variable, and the two impacts on turnover intension of knowledge employees, while the application to dimension is verified.This paper put forward a research idea and model through literature review, based on the research before.The research regarded 224 knowledge employees from different positions and enterprises as sample, carrying on the questionnaires research about their perceptions of organizational career management, perceived organizational support and turnover intension. Then used SPSS13.0 software to analyse data and test hypothesis. Finally, we put forward some constructive suggestions to the enterprises for reference.Our main conclusions are as follows:(1) China's knowledge employees' perception on organizational career management is mainly affected by the type of business and corporate positions, while the turnover intension is only in the position of employees showing significant differences.(2) Organizational career management, including fair promotion, providing information, training and career awareness, has a negative and significant influence on employees' turnover intension. Thereinto, fair promotion, providing information and training tend to have a significant role in prediction. (3) Perceived organizational support theory could explain the relationship between organizational career management and employees' turnover intension well. Organizational career management, including fair promotion, providing information and training, can not only affect staff turnover directly, but also through the intermediary perceived organizational support to impact staff turnover. While career awareness dimension influences employees' turnover intension totally mediated by perceived organizational support.