An Empirical Study On The Relationship Between Perceived Organizational Support And Employee Retention Of The Key Employees In Changsha High-Star Hotels

In the era of knowledge economy, the key employees, carrying the knowledge, information and skills, have become an important part of the key competitiveness of enterprises. And the turnover of the key employees will bring immeasurable loss, for the sake of their important role in enterprises. Therefore, discussion of the key employees’retention has become a hot topic of research and key issues in the academic as well as practice communities.In the past research literature of employee retention, scholars often referred to employee retention as the opposite of employee turnover or turnover intention. It was not comprehensive for considering employee retention only as the negative side of employee turnover, there are other more positive meanings of employee retention in this article, such as to enhance the employees’organizational commitment and job involvement to the work. Therefore, the article selected turnover intention, organizational commitment and job involvement as three measure indicators of employee retention. Secondly, for the Organizational Support Theory had a significant role to explain organization-employee relations and employment relations, the author selected emotional support, instrumental support, supervisors’support and colleagues’support as the four dimensions of perceived organizational support based on the analysis of previous studies, and examined the relationship of the key employees’perceived organizational support and employee retention.On the basis of the analysis of previous literature review, the author build a theoretical model, made research hypotheses and an empirical study of the key employees of the high-star hotel in Changsha City. The main conclusions of the study are:(1) only a few variables showed the significant difference in some of the demographic variables and corporate characteristic;(2) the key employees’turnover intention and retention had a significant negative correlation, but not entirely negative;(3) the perceived organizational support and its dimensions showed a significant negative correlation and were negative predicts of turnover intention;(4) the perceived organizational support and its dimensions were positively correlated and -predicted to the key employees’organizational commitment and job involvement.Finally, the author proposed some relevant suggestions and advice to keep the key employees with feelings, career, supervisors’ charisma and creating the support-type of corporate culture on the basis of empirical research, in order to help improve the organizational support of the key employees, reduce their turnover intention and increase the level of their retention, organizational commitment and job involvement.