Empirical Study On The Impact Employee Assistance Program On Turnover Intention

Talent is the driving force of enterprise development in today’s rapid economic development,it becomes competitive resources for each enterprise in the fierce market competition.How to retain staff and lower their turnover intention have become the core issue that modern enterprise human resources management departments concerned.Therefore, Employee Assistance Program is introduced to enterprises management in this study, aiming to provide employees with a positive, professional and comprehensive humanistic care and assistance,hope that production efficiency, turnover rate, organizational identity will changed through it.In the previous studies,there is no related literature records of effects of employee assistance program on employee turnover intention in empirical methods,and then it is almost a blank on the impact employee assistance program on turnover intention with the intermediary variable of organizational identification, so the choice of this perspective study is meaningful. Whether use rate and satisfaction of employee assistance program can affect turnover intention and what kind of this effect is, and what kind of effect the use rate and satisfaction of employee assistance program can respectively have on the turnover intention,and in this progress whether the organizational identification can play an intermediary role.To solve the problems,basing on a large number of domestic and foreign1iterature study and theoretical analysis and the status of implementation employ ee assistance program in China,questionnaires was given to XJ company to ma ke investigation and data collecting, through empirical research to verify wheth er use rate and satisfaction in the enterprise will have different effects on tur nover intention and whether mediating variables play a role in the progress.The conclusions are as follows:(1)Employee assistance programs have a negative correlation with turnover intention,have a positive correlation with organizational identification;(2)Organizational identification has a negative correlation with turnover intention; (3) Organizational identification plays a role of intermediary between employee assistance programs and turnover intention;(4) Finally, summarize the results of empirical analysis, and make recommendations to leaders and management, and for limitations of the study proposed the future research.