A Study Of Relationship Between Personality And Turnover Intention And Research Of Equivalent Talents Strategy In Enterprises

Personality,different from others,regarded as the way of thinking and behaving with unique stable and comprehensive, which shows the integration and collectivity when individual vary incessantly and is continuous eternal self with consistent motive.Locus of control, the individual personality traits of his acts and behavior are the consequences strengthened conviction. Different personality traits affect not only the individuals'attitudes to their work, but also the individuals' perceived organizational support and loyalty to their organization, and these will affect the employee' job satisfaction and their turnover intention.Nowadays, it is a common phenomenon that the employees have a lower job satisfaction while a higher intention of leaving. Based on social exchange theory and the principle of reciprocity, this paper discusses the relationships among knowledge employees'perceived organizational support, job satisfaction and overturn intention, and proposes a theoretical model that job satisfaction mediates the relationship between perceived organizations and overturn intention, and 347 knowledge employees were assessed as a sample of the empirical research, hierarchical regression was conducted to test the relationship among perceived organizational support, job satisfaction and turnover intention. The moderating effect of personality on the relation between job satisfaction and turnover intention was examined. The results suggested that: the interaction between locus of control and perceived organizational supports significant affect the turnover intention and two dimensions of job satisfaction. It was suggested that when recruit and train employees, managers should take employees'individual differences into consideration. It was suggested that when recruit and train employees, managers should take employees'individual differences into consideration.The dynamic stability of equivalent talents strategy in high-technology enterprises is considered based on modern robust control theory and linear matrix inequality approach. Considering the knowledge employees'uncertainty of turnovers and time-delay of job suitability, a class of linear uncertain time-delay dynamic model is established, in which provided the methods of robust stability estimation, the maximum time-delay calculation, and the optimal guaranteed cost control design. Finally, an example is offered to validate the control model and shows the effectiveness of the proposed method。The innovation of this research is the inspection of the locus of control. Through empirical research, a theoretical model that job satisfaction mediates the relationship between perceived organizations and overturn intention was proposed, it was found that job satisfactions have significant impact on turnover intention; this will enrich the empirical research and variable selection of turnover. A class of linear uncertain time-delay dynamic model is established, and provides theoretical support and a new strategy for human resource management in high-technology companies.