A Study On Relationship Between Organization Identification And Turnover Intention Among "80s" Employees

At the present stage, the high rate of the after80s’employee’s turnover has become the focus of widespread concern. the after80s’employees are the core of human capital. in addition, special group has unique values and behavior patterns. Therefore, the traditional human resource management practices and incentives will no longer apply.Turnover means that the organization has lost its appeal to the staff, employees leaving the organization ultimately. According to the previous study, we found that turnover intention is an effective predictor of turnover. Organizational identification management, as a new type of human resource management, especially for how it will affect the gradual Turnover. Job involvement is the psychological level of acceptance undertaken by the staff, it will affect the employee turnover effectively. The contemporary management research pays more attention to the indirect impact of individual psychology and organizational behavior.Under this background, on the bases of analyzing and summarizing the existing research achievement of OI at home and abroad, the after80s’employees from domestic enterprises in China are selected as the respondents for the empirical study which employees questionnaire method to learn the OI level of domestic enterprises in China and to explore the dynamic relationships between OI and the intention of turnover; the inner mechanisms between OI and the intention of turnover by using mediator. From this study, this research try to introduce some instructional suggestions for human resource management of enterprises.By using the questionnaire of OI for Chinese employees made by Wang Hua, and the turnover intention scales that are often used, we make an investigation on the after80s’employees from domestic enterprises in many cities such as Chengdu, Shanghai, and so on, and the data was analyzed by "The Statistical Package for Social Sciences(SPSS)".According to the questionnaire survey and data analysis, the main conclusions are as follows:(1)Using factor analysis, the dimension of organizational commitment of the after80s’employees is divided into four parts:the appreciation and gratitude to the direct supervisor, Organization belonging, Being proud of the organization, harmonious working with colleagues.(2)By using the independent-samples T test and one-way ANOVA test, we learned that OI of the after80s’ employee is significantly different among the length of service in the company."After80s generation employees" organizational commitment and work-life relationship is in a "pour u-shaped curve. In addition, the turnover intention of the after80s’employees is significantly different among the rank.(3)The results of Pearson correlation and linear regression analysis between OI and TI show that the OI of the the after80s’employee is significantly negative correlated with the turnover intention.(4)Job involvement play partial intermediary role between organization commitment and the turnover intention. on one hand, This shows that, we can directly affect the "after80s" employee turnover intention by improving organization commitment, on the other hand, by enhancing employees’job involvement in degrees, can reduce staff turnover intention.Based on the conclusions of this study put some relevant proposals to human resource managers, there are some points:(1)Enhance the level of organization identification(2)Improve the degree of work involvementInnovations:(1)Most previous studies are the normative study between independent variables and dependent variable for or the overall relationship between the two studies, this independent variable and dependent variable will be down to the dimensions of their permutations and combinations, and then cross the statistical analysis to explore the impact of its Department of relationship. (2)The intermediary role of work involvement between organizational identification and turnover intention are of great significance in terms of theory and practice.Disadvantages:(1)Questionnaire design and inadequate control of the investigation process.(2)Dimensions of organizational identification by the possibility of overlap may exist(3)How to distinguish between the factors of organizational identification is not reflected in the study.