Job Demands - Resources, Psychological Capital And Turnover Intention

Against the backdrop of growing economic globalization, and company faces threat from the high loss rate of personnel demission, and it causes enterprise resource losing and more threat to the survival and development of company, agent turnover can increase investment in human resourse and may cause the loss of important customer resources, business technology leak, decrease the competitiveness of enterprises and so on.90% of turnover agents are active termination in the past year. Therefore, How to maintain stability and attract more talented employees In the fierce competition in the market is very important in the management. Today, agent turnover is gradually more like a kind of epidemic, it is not enough to focus turnover from the human capital and social capital. With foreign reaserch about psychological capital, job demand-resource and turnover intention, and domestic scholars gradually know its importance. The domestic corporate officers as the research object, from job demand-resource point of view to research turnover intention,in order to provide ideas for retention of personnel and provide a useful reference for reducing and preventing turnover Behavior,and maximize personnel demission.In this study, Using turnover intention sacle, job demand-resource and PCQ revised by chinese scolar,563 employees of State-owned enterprises, public private enterprises, joint ventures or foreign companies are subjects on the basis of recent studies. Collected data analysis uses SPSS 13.0, and results are as follows:1. With the role has become more blurred, Individuals with higher social support will have lower turnover intention. On the contrary, individuals with lower social support will have higher turnover intention.2. With the increased level of role conflict, individuals with higher level of performance feedback will have lower turnover intention. On the contrary, individuals with lower level of performance feedback will have higher turnover intention.3. With the increased level of role conflict, individuals with higher job autonomy will have lower turnover intention. And individuals with lower job autonomy will have lhigher turnover intention.4. With the increased level of role conflict, individuals with higher social support will have lower turnover intention. And individuals with lower social support will have higher turnover intention. 5. With the increased level of role conflict, individuals with higher level of performance feedback will have lower turnover intention. On the contrary, individuals with lower level of performance feedback will have higher turnover intention.6. With the increased workload, individuals with high self-efficacy will have lower turnover intention. On the contrary, individuals with high self-efficacy will have higher turnover intention.7. With the role has become more blurred, individuals with higher hope will have lower turnover intention. On the contrary, individuals with lower hope will have higher turnover intention.