A Study On The Relationship Among Work Well-being, Affective Commitment And Turnover Intention Of Knowledge Workers After80s

The pursuit of happiness is the ultimate goal of all human behavior, as people’sgrowing material wealth and living standards improve, more and more people payattention to happiness. There are many research about happiness in different kinds ofsubject areas. In human resource management, lacking of empirical research betweenwell-being and work efficiency variables makes the well-being research do not form asystematic study in our country. The current relevant research focuses primarily on thestructure of work well-being’s dimensions, and little research about the relationshipbetween work well-being and other variables. Although the "Happiness Project" soughtby more and more enterprises, there is still lack of relevant theoretical support in themanagement practice.As the intense competition among enterprises, human resource plays an more andmore important role for the enterprises, how to attract and retain the core works will bean important problem for the enterprises. Today, the after80s knowledge workers hasbecome the main groups of enterprises’ new forces, based on the after80s specialenvironment and personality characteristics, their turnover intention is higher than anyprevious generation. So there is theoretical and practical significance for the researchamong the after80s work well-being, affective commitment and turnover intention.In this paper, on basis of reviewing a great many domestic and foreign literature, wepropose five basic hypotheses.Then the research selects338knowledge workers after80s from different enterprises and then carries out surveys by questionnaires. ThenAMOS17.0and SPSS17.0software was used to analyze the collected data.Carry out thethe descriptive statistical analysis, analysis of variance, correlation analysis andregression analysis after the validity analysis and reliability analysis. Study the currentsituation of work well-being, affective commitment and turnover intention of theknowledge worker after80s, and the mechanism of action among them. By the dataanalysis, the study finds:(1) Work well-being consists of seven dimensions: the value of work, developmentopportunities, environmental control, self-acceptance, salary satisfaction, positiverelationships, job autonomy;(2)The knowledge worker have different perceptions onthe work well-being, affective commitment and turnover intention base on theirindividual different characteristics;(3) The work well-being has has a positive impacton affective commitment;(4) The work well-being has has a negative impact on turnover intention;(5) The affective commitment has has a negative impact on turnoverintention;(6) The work well-being influences turnover intention through affectivecommitment, so the affective commitment plays as the partial moderator in the model.Finally, this study summarizes the research findings, based on the research findingspropose appropriate management recommendations, and point out the shortcomings ofthis study and possible future research directions. In conclusion, the study extractivesthe structural dimensions of work well-being on the basis of previous studies, and makethe corresponding measurement scale, to carry out the empirical research of theknowledge workers’ work well-being, affective commitment and turnover intention,which has a certain theoretical value and practical significance for human resourcemanagement practices.