Research On The Separation Of Talents From Jiaxin Heat Exchanger Company Based On Organizational Support

In the trend of social development, the enterprise as an important part of economic development, over the years has been playing the vital global role. "People sovereignty" in today’s era, the competition between enterprises has evolved into the talent competition, who mastered the talents, who can get the initiative in the competition. But at present our country private enterprise employee turnover rate is higher, its departure behavior is likely to bring immeasurable loss, even is related to the survival of enterprises. Therefore, how to predict in advance the psychological dynamic employees, prevent employee turnover intention, has become the private enterprise human resources management will face severe challenges.This paper by western related research as the foundation, under the specific social background in China, through the combination of theory and empirical research method, on the basis of organizational support related theory, company employees to our county JiaXin heat exchanger as the research object, from the perspective of organization through empirical, probes into the psychological structure of employees’ perceived organizational support and their effects on turnover intention. Paper on the basis of the perceived organizational support and turnover intention related theory, constructs a model of relationship between and make assumptions, and through to the JiaXin heat exchanger of the company’s 300 employees questionnaires to collect data, according to the results of data analysis to verify the hypothesis.Questionnaire mainly includes the procedure fair scale, higher level support scale, organization scale and turnover intention scale pay and working conditions, etc., on the basis of obtained data, by the reliability validity analysis, descriptive analysis, single factor analysis, correlation analysis and regression analysis methods to analyze perceived organizational support before the dependent variable and the correlation between the perceived organizational support and turnover intention. Empirical analysis confirmed the results of this paper puts forward the research model, the main draw the following conclusion:First, according to this thesis selected JiaXin heat exchanger company employees samples, the result is obtained by correlation analysis:the antecedent of perceived organizational support procedural justice, supervisor support, organization and working conditions and remuneration was significantly positively related to relationship between perceived organizational support.Second, through to the perceived organizational support and its antecedent and employee turnover intention in correlation analysis results:perceived organizational support of antecedent procedural justice, supervisor support, organization pay and working conditions, and perceived organizational support and employee turnover intention was significantly negative correlation between relationship.Third, based on the role of employee turnover tendency between demographic variables and analysis shows that gender, age, record of formal schooling and there was no significant relationship between employee turnover intention, length of service with the employee turnover intention was significantly relationship between, namely the individual factors have effects on employee turnover intention.Fourth, the use of regression analysis can be concluded that perceived organizational support is affecting its antecedent procedural justice, supervisor support, organizational relationship between pay and working conditions and employee turnover intention of intermediary variable. Its antecedent procedural justice, supervisor support, organization pay and working conditions can be directly to the negative effects of employee turnover intention, also can affect the perceived organizational support to indirect influence employee turnover intention.Through empirical research, in view of the turnover intention of the specific reasons that lead to enterprise staff, this paper gives the Suggestions:optimize the compensation system, improve the working conditions; Create a fair environment; Increase the intensity of the superior support, attaches great importance to the enterprise to each department supervisor’s supervision and examination, etc., hoping to help enterprises to get rid of the dilemma at an early date.