Research On Relationship Between Employees’ Psychological Empowerment And Turnover Intention

In this study, we combined with the hot issues of business management areastoday according to the retrospect and prospect of the previous research, and thenestablished a theoretical model of the relationship between the employees’psychological empowerment and turnover intention. In this model, we added theorganizational climate as an adjustment variable to reveal the mechanism of turnoverintention.We used a test of230employees in15companies around the country, andthen used a formal questionnaire test which including228employees in20companiesaround the country, involved in industries, manufacturing, services, consulting,electronic communications and the computer industry. The communization sizeranged from dozens to thousands.We used structural equation modeling-building andhierarchical regression analysis method to analyze. The results showed that:(1)employees’ psychological empowerment has a significantly negative impact onturnover intention;(2) employees’ psychological empowerment has a significantlypositive impact on their job satisfaction;（3）employees’ job satisfaction has asignificantly negative impact on their turnover intention;(4) the various dimensions ofemployees’ psychological empowerment have a significantly positive impact on jobsatisfaction, and have a significantly negative impact on their turnover intention;(5)employees’ job satisfaction plays part of the intermediary role in the relationshipbetween psychological empowerment and turnover intention, specifically, jobsatisfaction of employees plays full of the intermediary role in the relationship ofcompetence dimension of psychological empowerment and turnover intention, andplays full of the intermediary role in the relationship of impact dimension ofpsychological empowerment and turnover intention；but plays part of intermediaryrole in the relationship of meaning dimension of psychological empowerment andturnover intention;(6) organizational climate have an adjust impact on the relationshipof job satisfaction and turnover intention, organizational climate will strengthen thenegative relationship between job satisfaction and turnover intention;(7) on thedemographic variables: different employees of different working time level inpsychological empowerment shows significant difference, the higher the workingtime level, the higher the level of psychological empowerment; there is a significantdifference among employees of different job position in psychologicalempowerment,the higher the job position is, the higher the level of psychologicalempowerment of employees; levels of psychological empowerment of employees with different job nature shows a significant difference, the level of research staffpsychological empowerment is higher than sales and service staff. Employees ofdifferent positions have significantly different job satisfaction; job satisfaction of salesstaff was significantly lower than the research and service staff.