Research On The Relationship Among Work Stress, Self-Efficiency And Turnover Intention About Knowledge Type Employee

The21st century is the era of knowledge economy,which differentiates from other ages with its distinct features:one is the speed of updating knowledge become faster and faster;the other is information and electrification that has become the mainstream of time; still the others are the knowledge information capital exceeding other capitals,which occupied an important position.If the enterprises want to get ahead in the competition and get rapid development in this background,they must have knowledge-based talents who master expertise and skills in relevant fields, have the ability to learn and create,can make full use of information resources and make its value maximum.For the enterprise,the most important thing in management is to improve knowledge-type employee’s productivity in the21st century.because the most valuable resource s is the productive forces which is created by knowledge-type employee.However,with the approach of the era of knowledge economy enterprises are facing new huge challenge because of the intensive domestic and abroad competition.knowledge-type employee being the core of the enterprise face huge competition, such as working conditions and bad environment,low compensation benefits,the limited development space for employee.Meanwhile,the company related system construction is not perfect that impact the enthusiasm of employees and aggravate employee turnover.Overall,the greater pressure on work impact employee turnover.On the related study of working pressure,foreign research started earlier,has basically formed relatively mature work pressure theory and model.The domestic research about work stress relatively lags behind a decade,which mainly introduce the western pressure theory and the empire research.It basically is on the stage of following the results foreign research.Excessive work pressure will make staff have a series of abnormal reaction in psychology and physiology.Especially,the turnover intention will deserve concern. The relationship between work stress and turnover intention has become the research focus in the field of human resource management.How to relive the stress of knowledge-type employee,improve their work satisfaction,reduce employee turnover, so as to strengthen the competitive edge and make the largest benefit,which is the urgent problem for the enterprise to discuss and solve. Through extensive literature inspection, many researchers have proved that there is a positive relationship between work stress and turnover intention. But there are few literatures which study about the self-efficiency as a moderating variable between work stress and turnover intention.That is why this paper start to research the relationship among work stress.self-efficiency and turnover intention. Meanwhile, considering the personal factors may have some influences on work stress, self-efficiency and turnover intention, the thesis also takes some personal factors into consideration.This research aims at verifying the correlation between work stress,self-efficie ncy and turnover intention through empirical analysis. This thesis includes five chapters in total. The first chapter mainly introduces the background, significance, content, and methods of the research. The second chapter is the views of related literatures, such as the concept,structure of work stress,self-efficiency and turnover intention.The third pchapter is the empire study design,including the research object.method and tools.We also put forward the assumption and theoretical models of this study,and define three variables and their dimensions.The fourth chapter is data analysis and hypothesis testing. The processes of analysis include reliability analysis, validity analysis, variance analysis, correlation analysis and regression analysis. The last chapter is the findings and prospect of future research. According to this study,we obtain the following main conclusion:(l)some dimensions of knowledge-type employee’work stress has great difference in gender,work seniority,the nature of enterprise and job level;there is great difference in marital status,age and work seniority for turnover intension.(2)There is an obviously positive relation between the knowledge-type employee’work stress and their turnover intention.(3)There is an obviously positive relation between the knowledge-type employees’work stress and their self-efficiency.(4)There is an obviously negative relation between the knowledge-type employees’turnover intention.(5)Self-efficiency has not moderating effect between work stress and turnover intention;however,it regulates the relationship between interpersonal relationship self development stess,career development stress and turnover intentionThroughout the entire text of this paper,the innovation is mainly in the following areas:(1)The research data is from knowledge-type employees,it has a certain significance in the era of knowledge economy;(2)Use self-efficiency to moderate the relationship between the work stress and turnover intention;(3)This study mainly investigates the impact of work stress and self-efficiency on turnover intention,and provides management measures and suggestions from this two perspectives to reduce the employee’ turnover;(4)This article introduces the demographic variables as control variables.research different employee’s cognition in the work stress,self efficiency and turnover intention,which will be conducive to clear specific people in each of the variables,and points out the direction and focus.