The Relationship Between Perceived Supervisor Support And Turnover Intention Of Corporation’s New Employees:An Empirical

The change of the economic system staff’s conception towards work and the system of staff’s turnover constantly improved in the past years, all of this has making human resource flow becomes normally. From a macro perspective, this flow reflects the optimal allocation of human resources, but specific to an enterprise, the negative impact brought by the active outflow of talented employees can not be ignored:the recruitment costs, training costs, etc that enterprises invest to the new employee will not return. Staff’s morale and the corporate image will be greatly affected, the leaking of trade secrets and so on. Since entering the enterprises not too long time, new employee are not familiar with the enterprises and also the internship of the enterprise, as well as the current work. So they always have low sense of belonging to the enterprise. Additionally, lower investment of emotion and inerpersonal, makes new employee easier to leave than other employees. The theory of perceived supervisory support believes that supervisor plays as a spokesman of the enterprise, spend more time with new employee, so they impact more towards new employee’s behavior and attitude. So on the basis of combing and summarizing the previous researches, the study tried to find a new way to reduce new employee’s turnover tendency from the perceived supervisory support point.This article has three parts. The first part sorts out, analyzes and comments the theory about, perceived supervisory support, organizational commitment and turnover intention.Based on the literature, the article proposes the model and the hypothesis. The second part is about empirical study. By questionnaire survey, collect the data, using Spss19.0analyzing the data to analyze new staff’s perceived supervisory support with different characteristics. Study the relationship between new staff’s perceived supervisory support、organization commitment and turnover intention in the Chinese context; The third part based on the result of the second part. Then suggest to raise the level of new staff’s perceived supervisory support, and increasing their commitment to the organization, and then reducing new staff’s turnover intention.The main conclusions of the article are as follows:First, the staff with different characteristics has significantly difference in the perceived supervisory support new staff. Second, perceived supervisory support of new staff has a significant positive correlation with turnover intention.And the organizational commitment of new staff also has has a significant positive correlation with turnover intention. Third, it verifies the intermediary role of organizational commitment..The main innovations of the article are as follows:First, focus on the object of perceived supervisory support to new employee, expanded the object of perceived supervisory support theory. Second, organizational commitment plays part of the role of intermediary between perceived supervisory support and turnover intention.; Third, among the whole research, all of the survey questionares are from Chinese context.