Study On The Relationship Between Job Stress, Job Satisfaction And Turnover Intention Of Enterprise Employee

With the improvement of employee's quality and demand, employee turnover phenomenon is widespread in all walks of life. In most enterprises, employee often feels high work pressure and job dissatisfaction because of the low labor remuneration, high labor intensity, poor working conditions, unsound social insurance and so on. The high pressure and discontent directly affect their turnover intention, and thus lead to their turnover behavior. Therefore, the purpose of this study is to draw on existing research results and research methods at home and abroad, manage the practical issues into theoretical issues, to conduct the study on the relationship of job stress, job satisfaction and turnover intention of enterprise employee through a questionnaire survey.In many related researches, job stress is considered to be an important factor to affect job satisfaction(Burke,2001; Veloutsou and Panigyrakis,2004; Shilin,2003; Liu Pu and Xie Jialin, etc.,2005), and job stress/job satisfaction is considered to be an direct factor to affect turnover intention(Collins,1993; Lee,1999; French,2000; Tan Xiaohong and Qin Qiwen, etc.,2007), but the managers are often faced with a real problem that how enterprises develop corresponding policies according to the actual work needs and locus of control of employees to develop appropriate policies, so as to reduce their work stress, improve their job satisfaction, thus reduce their turnover intention? In order to solve this problem, we need to understand the relationship of job stress, job satisfaction and turnover intention of enterprise employee, and whether it is changed under different locus of control and the change results.Job stress refers to the interaction of individuals and the external environment, including the stimuli of environment and individual's response to the stimuli (Lazarus and Folkman.1984); Job satisfaction refers to the degree that people like their job(Locke,1976), and employee's job satisfaction will be affected by external factors and the individual work environment or subjective factors; Turnover intention is related to the state of individual psychological reactions, and it is an intention that individual wants to leave the current job to find a new job(March and Simon,1958). While some scholars think that job stress is an important factors to affect turnover intention(Sanders,1995; Aiken,2002; Zhang Xiaojing and Gao Fengli,2000), other scholars thinks that job pressure have a indirect impact on turnover intention through job satisfaction(Agarwal and Ramaswami,1993; Summers, Decotiis and Denisi, 1995), that job satisfaction plays an important intermediary role, but few scholars of domestic have made empirical studies to demonstrate it. For one thing, this research tries to explore the intermediary role of job satisfaction.In addition, as the first valuable resource of enterprise, the orientation of employees" characteristics have been concerned by many people. There are several types of personality traits, and Rotter's locus of control(1966) was proposed by many researchers and business managers. There are two extreme forms of locus of control, including internality and externality, which are related to the responses of people's psychology and behavior, and they can affect the relationships between job stress and job satisfaction, job satisfaction and turnover intention(Spector,1982; Perrewe,1986). Thus, whether the relationships between them will be confined by locus of control? And what conditions will strengthen the relationship between them? And what conditions will weaken the relationship between them? There are few researches to demonstrate these issues, and even those issues themselves have not been concerned in domestic studies.This study tries to answer these questions in depth. In particular, this paper take Yanji Cigarette Factory employee as the research object, and based on the related literature, we proposed a theoretical model of the relationship among job stress, job satisfaction and turnover intention. Through the survey of 288 general employee, we collect a lot of data and analyze these data with regression analysis. The results show that:①Job stress has a significant positive effect on turnover intention;②Job stress has a significant negative effect on job satisfaction;③Job satisfaction has a significant negative effect on turnover intention, and the two dimensions of job satisfaction, including inherent and external job satisfaction, both have significant negative effects on turnover intention;④Job satisfaction do not play a significant mediating effect on the relationship between job stress and turnover intention;⑤Locus of control plays a significant moderating effects in the model for employee turnover intention.While this study confirm the research results in the past, we have also found the two following conclusions through empirical study:①Job satisfaction does not have a significant mediating effect. In particular, job stress have a direct impact on turnover intention, but not very well through job satisfaction;②Locus of control plays a significant moderating effects in the model for employee turnover intention. Specifically, it plays a significant moderating effects on the relationship between job stress and job satisfaction. For the externality, the relationship between job stress and job satisfaction will be strengthened; It also plays a significant moderating effects on the relationship between job satisfaction and turnover intention. For the externality, the relationship between job satisfaction and turnover intention will be weakened.The theoretical significance of this study is reflected in the following:revealing the mechanism of relationship between job stress, job satisfaction and turnover intention; revealing the changes of relationships between job stress and job satisfaction, job satisfaction and turnover intention from the perspective of locus of control; enriching the model for employee turnover intention. The practical significance of this study is reflected in the following aspects:①Job stress not only have an impact on job satisfaction, but also it will cause employee to generate turnover intention and even turnover behavior. Therefore, managers should not only take various effective stress management strategies to ease the pressure, but also take corresponding measures from the internal and external aspects of satisfaction to maintain employees satisfaction levels when they are under high stress, so as to prevent employees from producing turnover intention;②Employees often perform different attitudes and results as the result of locus of control, and managers should take it seriously and distinguish it. Therefore, managers should take corresponding measures to reduce employees'job stress and improve their job satisfaction according to the locus of control of enployee, so as to effectively prevent employees from producing turnover intention and retain them.