The Research About Career Growth On The Influence Of Knowledge Employees' Turnover Intention

Knowledge employees have shown strong and sustainable competitive advantages in enterprises development since 1990s. Practice has proved that continuous innovation is the key factor for current enterprises development, and the main driver of continuous innovation is to attract and retain knowledge employees while encouraging their career growth. However, as enterprise-scale develops and industry fields expand, knowledge employees'organizational behavior has been changing, which raise several new issues. Knowledge employees began to focus on their own career growth, and their turnover intention becomes stronger with diverse motivations. Knowledge employees expect to obtain more career growth opportunities, while the organization hopes to receive a high commitment from its knowledge employees. Therefore, it is both theoretically and practically significant to analyze the relationship between knowledge employees'career growth and turnover intention under this situation.In this paper, theoretical framework and research assumptions are first proposed based on previous related researches. A survey was conducted among 182 knowledge employees from Beijing, Guangzhou, Shenzhen and Changsha using questionnaire and statistical analysis. Relationship between knowledge employees'career growth and turnover intention is analyzed through this survey using organization commitment as intermediary variable, and the conclusions are as follows:(1) Knowledge employees'career growth is positively correlated with organization commitment and negatively correlated with turnover intention.(2) The organization commitment and its three dimensions are negatively correlated with turnover intention.(3) The organization commitment is the intermediary variable between knowledge employees'career growth and turnover intention. Continuous commitment and normative commitment completely mediate the relationship between career growth and turnover intention, while emotional commitment partly mediates the relationship.(4) Knowledge employees with different demographic factors may show remarkable differences in their career growth, organization commitment and turnover intension.Finally, six suggestions are proposed to enterprise managers in managing knowledge employees based on above research results. Meanwhile, limitations of this study and future research topics are pointed out.The study indicates that knowledge employees'career growth is related to their turnover intention. Enterprises managers should strive to improve their organizational commitment and pay attention to knowledge employees'career growth. By doing these, can it effectively reduce the knowledge employees'turnover rate and further enhance enterprises'competitiveness.