An Empirical Study On The Relationship Between IT Employees’ Career Resilience And Turnover Intention

In recent years, the frequent turnover of employees has been common in many industries and enterprises. Accordingly, the reasons and countermeasures have become imperative in management, and one of the important topics in academia.While, the reasons of employees separation are complex and dynamic. The professional and employment circumstance change, for example occupational stability decreases, workplace competitive pressure and the update of knowledge and skills, are possible factors. Many new joiners and middle-aged workers quickly exit from workplace since not adapt to work or changes. They yield to setbacks or challenge and exit from organization. Currently, domestic scholars mostly research the employee turnover intention from external factors or organizational factors such as salaries, developmental opportunities, job stress, organizational supports and so on.While few scholars study it from individual characteristics and occupational characteristics. In fact, the individual adaptability and professional level have important effect on turnover intention. In view of this, this paper introduce the new and important variable, career resilient, and take it as independent variable, career commitment as intermediary variable, turnover intention as dependent variable on the basis of domestic and foreign literature. The paper studys and analyzes the relationship among the three variables, and explores career resilient effect on turnover intention, which is restricted by career commitment.This paper is constituted by four parts.The first part is a navigation or introduction. This section analyzes the study background and proposes the research problem, and analyzes the research purpose and meaning, and then describes the research method, research idea and structural framework, and finally illustrates the innovation of this paper. The next part is review of literature. This section respectively combs and discusses the domestic and foreign literatures review on career resilient, career commitment, and turnover intention, and then analyzes the relationship among them, and finally mades a brief evaluation which provides the theoretical support and lays foundation for study below on the relationship among them. The third part is a study on the relationship among three variables above.This section is a core content and main chapter. This section proposes theoretical model and research hypotheses which are based on the literature review above, and then uses SPSS17.0software to analyze and verify the relationship among career resilient, career commitment and turnover intention. Specifically, this section firstly selects mature scales on career resilient, career commitment and turnover intention, and then takes gender, age, educational level, job level as the control variables, and takes career resilient as independent variables, career commitment as an intermediary variables, and turnover intention as the dependent variable, and fianlly takes IT employees as the sample to collect data within Software Park and the high-tech zone enterprises in Shahekou distict, Dalian City, Liaoning Province. Secondly, this part uses the factor analysis method to analyze the scales validity of career resilient, career commitment and turnover intention, and then use Cronbach’sAlphaa coefficients to test reliability of the three scales. The results show that three scales above have high reliability and validity. Thirdly, the part also makes the descriptive analysis of three variables that are career resilient, career commitment and turnover intention, and uses the average value to estimate central tendency, and use a standard deviation, maximum and minimum values to measure the degree of dispersion. Nextly, this section uses Pearson correlation method to analyze the correlation among career resilient, career resilient’ dimensions, career commitment and turnover intention, and use the two-sides test which lays the foundation for further studing the intermediary relationship of variables above. Finally, the part uses linear regression analysis method to analyze and verify that whether career commitment plays an intermediary role between career resilient and turnover intention. Likewise.whether career commitment plays an intermediary role between career resilient’ dimensions and turnover intention. The fourth section is the research conclusions and suggestions. This section summarizes the study conclusions above that are career commitment plays a full intermediary role between career resilient and turnover intention. For the four dimensions of career resilient, career commitment plays a full intermediary role between initiative and turnover intention, and career commitment plays a full intermediary role between career vision-achievement motivation and turnover intention. Similarly, career commitment plays a full intermediary role between learning ability-heart resilience and turnover intention.Whereas, career commitment does not make an intermediary effect between flexibility and turnover intention. Subsequently, on the basis of the study conclusions, this part respectively proposes the suggestions and strategies to improve employees’career resilient and career commitment from the organizational and individual levels. Finally, this section also faithfully describes the deficiencies, and points out the following study directions.There are three innovations in this paper. Firstly, verify the relationship and effect process among career resilient, career commitment and turnover intention. The regression analysis results are following below. Career resilient is positively correlated with career commitment.While career resilient is negatively correlated with turnover intention. Career commitment plays a full mediating role between career redsilient and turover intention. Scondly, four dimensions of career resilient have different relationships with career commitment and turnover intention. Concretely, initiative, occupational vision and achievement motivation, learning ability, mental toughness, they are positively correlated with career commitment, and negatively correlated with turnover intention.While the dimension of flexibility is dfferent from the three formers, and it has different relationship with career resilent and turnover intention.Thirdly, from the career resilent and career commitment perspectives, proposes the management strategies for employees stability, especially for IT employees. The organizational and indivadual stategies are to improve employees’ career resilent and career commitment, and then reduce employees’turnover intention, prevent and control employees’resignation risk.