A Research About Psychological Ownership Of Enterprise Staff Influencing Turnover Intention

Pierce et al., put forward the concept of psychological ownership in1991, this conceptbetter explained some confusion on the implementation of formal ownership in the enterprise.Whereafter, the domestic and foreign scholars began to study psychological ownership,including the dimension, influence factors, the result variable, etc. Although the study ofpsychological ownership is not consummate yet, but throughout the academic achievements,we can preliminary see that psychological ownership can affect the working attitude (incluingjob satisfaction、organizational commitment), Predict and explain employee’s work behavior,etc.Employee’s departure is not only an academic research hot issue, but also the focus of theenterprises. Under the condition of knowledge economy, competition is talented person’scompetition in the final analysis. And the loss of talent not only increased the humanresources cost, but also seriously affect the corporate performance. Therefore, how to reducethe loss of the enterprise talent and improve employee satisfaction to the enterprise is theproblem that the enterprises always concerned about.This study based on psychological ownership before the dependent variable, regards theLiaoning branch’s staff of Midea group as the research object to explore each dimension ofthe psychological ownership’s impact on employee turnover intention, and the jobsatisfaction’s mediation role between them. First of all, through reading and summarizing alarge number of relevant literature, the study set up a "psychological ownership-jobsatisfaction and turnover intention" research model and hypothesis, developed thecorresponding questionnaire, and then sent them to the Liaoning branch’s staff of Mideagroup. At last, did the descriptive statistics analysis, variance analysis, correlation analysisand regression analysis of the data. The main conclusions are:(1)Different demographic variables of knowledge works and their various dimensions oforganizational psychological ownership are different;(2)The psychological ownership of enterprise employees and turnover intention havesignificant negative correlation relationship; the psychological ownership of enterpriseemployees and job satisfaction have significant positive correlation relationship;(3)Job satisfaction can play a regulatory role between psychological ownership andturnover intention.At the end, the study put forward some suggestions and prospects based on the results ofemployee turnover problem, in order to provide some references for theory development andpractice of human resources.