The Impact Study Of New Generation Of Knowledge Employees’ Psychology Capital On Turnover Intention

Abstract:Today, the new generation of employees who were born after1980s or1990s, have embarked on society, and gradually become the main force in the enterprises development.The new generation of employees showing a good educational background, full of confidence, and particularly strong liquidity; poor psychological adjustment, mental health problems is more prominent. These lead to the new generation of employees have low lever of subjective well-being and emergence the higher frequency of turnover and absenteeism. So how to manage and motivate them to improve their mental health and well-being, improve their engagement, has become an indispensable part of modern enterprise human resource management strategy.Based on the above background, this article as new knowledge employees for the object, to explore the status quo of their psychological capital, subjective well-being and turnover intention, and to explore their relationship, then targeted the study results put forward a new management and incentive strategy for the new generation of employees, view to provide reference for the new generation of employees’ management practices of modern enterprise.On the basis of the results of an overview on the psychological capital, subjective well-being and turnover intention, as well as the new generation of employees, this paper provides the research framework. Through a questionnaire survey a sample of108new employees. Then use the SPSS17.0analysis Software to explore the status of the new knowledgeable employees’psychological capital, subjective well-being and turnover intention, and explore their relationship. The conclusions are as follows:1. The psychological capital the new knowledge employees are positive influence on their subjective well-being. The hope has a significantly positive effect on their subjective well-being, life satisfaction, positive emotions, and has a significantly reverse effect on their negative emotions. Their resilience has a significantly positive effect on their subjective well-being. Furthermore, their resilience showing a weaker influence on their subjective well-being’s three dimensions. The optimism showing a weaker influence on their subjective well-being and its various dimensions.2. The psychological capital and the hope of new knowledge employees have a significantly reverse effect on turnover intention. While the resilience and optimism has no significant impact on the turnover intention.3. The subjective well-being and life satisfaction of new knowledge employees has a significantly reverse effect on their turnover intention. The negative emotions have a significantly positive effect on their turnover intention. While positive emotions have no significant impact on the turnover intention.4. The effect of new knowledge employees’psychological capital on turnover intention is partly through the factor of subjective well-being, which partly mediates the relationship between psychological capital and turnover intention. So increasing psychological capital of new knowledge employees can improve their subjective well-being, and reduce its turnover intention.