| With evolution of the new revolution in military affairs and diversification of tasks in new situation, CAPF needs more and more modern military talented people and the level of quality of talents largely determines the success or failure of the military construction. Meanwhile the problem of brain drain caused by demobilized troops was increasingly raised concerns. This study introduced a modern human resource management theory which is concepts and methods of career management and explored the influencing mechanism of career management and psychological empowerment towards turnover intention and the model of career management in officer below battalion in CAPF.In this research whose objects were572officers below battalion;turnover intention in Hunan, Yunnan CAPF, literature review, file access, interviews, questionnaires were integratedly used to study the relationship of career management, psychological empowerment and turnover intention and draw the following conclusions:(1)Career management of CAPF officers below battalion were at a low level (M±SD=12.81+2.55)(2)Career Management jobs can negatively predict intentions, which plays a key role in the promotion fair (P<0.001) (3)psychological empowerment could negatively predict intention to change jobs, which played a key role in the work of significance (P<0.001)(4)The relationship between fair promotion and turnover intention and that beween information provision and turnover intention were both partially mediated by job meaningfulness. The proportion of the mediation effect of their direct effect is16.6%and38.6%.(5)Training and psychological empowerment interacted each other and combined effect on turnover intention (P<0.05)(6) Demography variables such as age P<0.05), rank P<0.05), marriage status (P<0.05), department (P<0.01), academic (P<0.01) interacted with career management and psychological empowerment and then combined effect on turnover intention. |
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