The Research On The Relationship Among Professional Identification And Organizational Identification And Turnover Intentions Of The Knowledge Worker

In recent years, with the rapid development of the knowledge economy,"knowledge" as a strategic resource, has gone value creation and value-added as the first capital, beyond the traditional factors of production such as physical capital. With the changes in economic structure, knowledge of carrier such as knowledge workers become rapid and stable development of effective protection, and gradually formed the core competitive advantage. How to retain knowledge workers in order to maintain this competitive advantage has become a hot issue in the academic and business community.Professional identification is an individual professional role to judge the importance of the profession, and it is the individual’s positive evaluation to his or her profession. The organizational identification is an individual membership from the organization of a self-construct, which is the result of individual cognitive and organizational values. Also it is individual’s emotional attachment to the sense of belonging, pride and loyalty. Both professional identification and organizational identification are based in social identity theory. Studies show that high organizational identification will enhance employee’s loyalty, reduce employee’s intention to leave the organization, also scholars studied the professional identity’s effect on turnover intentions from the professional perspective. At present, highly specialized people are more inclined to identify and their occupation and this consciousness is easy to weaken the knowledge workers’identification to the organization, which will lead a serious conflict with the traditional mode of employment relationship. As a result, the control of the systems, procedures can not work normally and some knowledge workers may leave the organization in a certain degree.For the knowledge workers, the two identifications are more likely to produce inconsistencies or conflicts. So this paper focuses on the consistence and conflict between knowledge workers’professional identification and organizational identification, which will affect knowledge workers’turnover intention. Based on literature review, I build a construct theoretical model about knowledge-based professional identity, organizational identification, and the relationship between organization-vocational conflict and turnover intention, then I use the survey method and statistical method to analyze the questionnaire results, including descriptive statistical analysis of the subjects, reliability and validity analysis, confirmatory factor analysis and structural equation model. The purpose of this paper is to explore the knowledge workers’psychological and behavioral characteristics so as to provide some suggestion on the management of knowledge workers.The results are as follows:(1) Professional identification has a significant positive influence on organizational identification.(2) Organizational identification of knowledge workers has significantly negative impact on turnover intention.(3) Professional identification of knowledge workers has significantly negative impact on turnover intention.(4) Organizational identification plays an intermediary role in the relationship between professional identification and turnover intention.(5) Organizations-professional conflict plays an intermediary role in the relationship between professional identification and turnover intention.(6) Organizations-professional conflict plays an intermediary role in. the relationship, between organizational identification and turnover intention.Then, according to the research result, this paper gives corresponding suggestion on how to reduce the knowledge workers’turnover rate. Finally, this paper further discusses the research limitations and future direction for this research.The innovation of this paper is mainly reflected in:Taking knowledge workers for the object of this study and building the empirical model of professional identification, organizational identification, organization-professional conflict and turnover intention; giving certain measures to enhance the knowledge workers’professional identification and organizational identification, which is useful for human resource manager to manage knowledge workers better.