The Relationship Between Socialization Of New Employee Organization And Its Turnover Intention - The Regulation Of Internal And External Personality

Frequently job hopping of college students who are new employees has ca used widespread concern from all circles of the society. In recent years, the e mployment rate is significantly reduced, however, the college student staff that enterprises newly hire has become the group which has high resignation rate, y et it is not uncommon that they scrap a contract or treaty in a flash after bein g selected through various links and entering enterprises. The positive develop ment and intellectual contribution of new academician staff in the enterprises is indispensable for maintaining the vitality of enterprises and meeting the increa singly severe competition need. For this reason, today’s enterprises realize new staff’s systematization through a variety of ways, hoping the transformation fr om new academician staff to corporate men and improvement of occupation qu ality can help reduce turnover intention and resignation rate. There are a lot of domestic and foreign researches on new employee turnover problem, but for n ew academician staff turnover problem relevant researches are not yet many.This paper plans to proceed from the angle of employees’ organizational s ocialization, takes academician staff who participate in job after graduation in t he first time(whose working life is in three years) as the research object, studi es the relationship between new academician staff’s organizational socialization and turnover intention by the method of empirical analysis, combines with the characteristics of new academician staff, introduce locus of control as the mode rator variable to expand research. The research draws the following main concl usions:Firstly, there is a negative correlation between new academician staff’s organizational socialization and turnover intention. Inside, training, understandin g and future prospect dimensions have a negative effect on turnover intention, coworker support has no effect on turnover intention in the research. Secondly, regulating effect of locus of control on the relationship between organizational socialization and turnover intention obtains part verification, besides, new staf f’s internal personality has a strengthening effect on the relationship between o rganizational socialization and turnover intention.According to the above conclusions, this paper puts forward related sugges tions for companies’ human resource management practices:governors should d raw lessons from people-post matching evaluation technology to conduct reason able job evaluation and talent selection; the enterprises must realize that univer sity graduates has entered into a completely different environment compared to the campuses, improve new staff’s job responsibility consciousness in inductiv e learning; develop the staff’s work potential from the individual differences wi th effective means, attach importance to selection of the up-and-coming staff w ith internal personality, expand incentive methods for staff with external person ality.