Multiple Mediation Model Of The Impact Of Work Locus Of Control On Turnover Intention

Employees turnover has always been one of the core issues among companieswhich attracts entrepreneurs’ attention, however, many corporations focus theirattention on the improvement of the working environment, and tend to ignore theimpact of employees’ personality. Locus of control,served as one of the mostimportant conceptions in the organizational research area, has been proved in largeamounts of researches to exert influence on employees’attitude and behavior in workplace.Meanwhile,researches have found that comparing to general locus ofcontrol,work locus of control is more predictable in working situations. Given this,this study used the method which combining the qualitative analysis and quantitativeanalysis,through literature analysing, and questionnaire investigation, discussing theimpact of employees’ work locus of control on their turnover intention and the innermechanism of this impact, and testing the mediating effects of job satisfaction andaffective commitment between the two, also the mediating differences of both istested, we expect all of these results can provide practical inspiration for the enterprise,the conclusions of this study are as follows:(1)Simple linear regression indicates that work locus of control has a positiveinfluence on employees’ turnover intention.(2)Regression analysis demonstrates that both job satisfaction and affectivecommitment act as the mediators between work locus of control and turnoverintention.(3)Through multivariate delta method test we found that mediating effects of jobsatisfaction was significantly higher than that of affective commitment.(4)The independent samples t test and single-factor analysis of variance revealedthat demographic variables in work locus of control are significantly different,such asgender, age, educational background, nature of business and working-age.