| Since the21st century, with economic globalization’s speeding up and the rapid development of information technology, knowledge has become the key of enterprise survival and competition, knowledge workers as the carrier of knowledge can’t be replaced anymore. How should the company take the targeted management strategies to retain knowledge workers according to the characteristics of knowledge workers, how can the company reduce the turnover of knowledge workers. Those issues has become a new topic in the study or the practical of human resource management.Based on the theory of social exchange and the theory of attitude adjustment, the employment relationship between companies and employees is based on the exchange, employees will feel their quality of work life after company giving a series of input to them, this feeling will cause a series of changes in their emotional, then producing certain behavior, finally putting into practice; Based on the theory of entry interaction, the research that how dose the quality of work life and job burnout influence the turnover intention should pay attention to the environmental factor,the employees will think about the external job Opportunity and then make their choices. In other words, Opportunity perception will be thought in the research of how dose the job burnout influence the turnover intention.After ensuring the research contents, the author start reading and reviewing texts about the four variables. The literature review of each variable mainly include the origin of the variables, evolution of variables, the research status and influencing factors, and so on. After comparison and analysis, the author put forward the models and assumptions and choose the questionnaire with reliability and validity for our study. Through the questionnaire survey to149knowledge workers, we get statistical data and use spssl8.0to analyse the data, finally put forward the research conclusions and management Suggestions. Through literature review and empirical analysis, the article come up with the following conclusions:first of all, The QWL of knowledge workers stay in a medium level and companies can improve it with some ways; The second one, The individual attribute have a significant effect on knowledge workers’QWL, job burnout and turnover intention; the third one, Job burnout play a partial intermediary role in the process QWL affect the turnover intention; the fourth one, Knowledge workers’opportunity perception play a regulatory role in the process job burnout influence on turnover intention; the fifth one, Knowledge workers’ QWL can negatively affect job burnout and it’s task dimensions have the most significant affecting; the sixth one, Knowledge workers’QWL can negatively affect turnover intention and it’s social and psychological dimension have the most significant affecting; the last one Knowledge workers’job burnout can negatively affect turnover intention and it’s alienation dimension have the most significant affecting.According to with the above conclusions, this study proposed the following four management suggestion:first, playing attention to the knowledge workers’ career growth; second, building the employer brand; third, implementing effective stress management; last of all, build job burnout safeguard mechanism.The innovation of this study includes the following several aspects:first of all, expanding the research field of QWL, job burnout and turnover intention and enriching the research of this field to some extent; Second, according to the entry interaction theory, introducing the opportunity perception as a regulatory variable in the process job burnout influence on turnover intention. Previous scholars research on job burnout and turnover intention are mostly from the employees’ subjective attitude, without considering the effect of objective environment, this study synthetically think about the objective environment and the individual subjective characteristics, and then enhance the study’s rigor and discipline. |
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