Work Stress And Turnover Intention:the Moderating Roles Of Resilience

With the development of economic globalization, hi-tech and informatization, competition among companies is getting fiercer and fiercer. Employees are facing huge pressure. As a result, it has become a common social problem that employees frequently change their jobs, which not only bring passive effect on companies, but also hinder the prospect of employees’career. It is of great importance to upgrade the competitiveness of companies and employees in order to keep technicians necessary for the development of company and this has been the focus for HR of each company. Some scholars abroad have come up with the theory of psychological resilience, underlining the role it plays in reducing their troubles at work. However, there are few studies about the specific forms of pressure, such as the relationship between challenging pressure, obstacle pressure, psychological resilience and turnover intention. This thesis aims at discussing the regulative function psychological resilience plays in dealing with the challenging pressure, obstacle pressure and turnover intention employees are faced with. And above all, put forward with some ways to manage pressure.This thesis takes300employees from different companies as subjects and has a research on concerned literature from home and abroad.Collect materials necessary for the study by way of questionnaire and make use of SPSS17.0to analyze the relation among different variables.Specific research conclusion includes:First,Among the300subjects, It stays above average when it comes to work pressure (challenging pressure and obstacle pressure), resignation intention. And psychological resilience stay is lower than the average.Second, challenging pressure and turnove intention had a significant negative correlation. the greater the challenge pressure, the less turnover intention. The first hypothesis was verified.Third, obstacle pressure and turnove intention had a significant positive correlation. the greater the obstacle pressure, the more turnover intention. The second hypothesis was verified.Fourth, work pressure and psychological resilience had a significant correlation. challenging pressure and psychological resilience had a positive significant correlation. obstacle pressure and psychological resilience had a significant negative correlation.Fifth, psychological resilience and turnove intention had a significant negative correlation. the greater the psychological resilience, the less turnover intention.Sixth, psychological resilience in challenging pressure and turnove intention had moderation. For the individuals with low resilience, challenging pressure had significant influence on turnover intention, for the individuals with high resilience, challenging pressure had no significant influence on turnover intention. The third hypothesis was verified.Seventh, psychological resilience in obstacle pressure and turnove intention had moderation. For the individuals with low resilience, obstacle pressure had significant influence on turnover intention, for the individuals with high resilience, obstacle pressure had no significant influence on turnover intention.The fourth hypothesis was verified.