Effect Of Supervisor-Subordinate Relationship On Employee’s Turnover Intention Research

With the rapid development of economy, more and more governors of enterprises recognize the important significance of setting up an effective human resource management. Human-based management thought was first conceived. Managers treat humans as scarce resources, in addition to providing well-paid jobs, they also provide new skills for workers. But for workers, they not only pursue the means of sustenance and professional growth, working environment and supervisor-subordinate relationship are more important. Under Chinese special cultural environment, leaders as well as parents provide employees with direction and help, besides they also have the rights to decide pay hikes and job promotion, as a result they influence employees’long-term career goals. Supervisor-subordinate relationship also influences employees’job attitude and behavior, in the long run will influence employees’ organizational commitment. Employees will occur turnover notion if they are unsatisfactory with leaders’job skills and leadership style, then they will seek new job opportunities to cooperate well with their leaders. When employees plan to leave, they will measure the possibility of finding other jobs, they will leave their jobs only when it is easy for them to get a new job. Thus it can be seen that supervisor-subordinate relationship, organizational commitment and perceived opportunity influence employees’turnover intention.This article focuses on supervisor-subordinate relationship,organizational commitment and turnover intention, especially,explores the mechanism of action between the variable relationships. This study includes three parts. In the first part, the related concepts are defined through the review of literature.Meanwhile, the relationships are teased out and on this basis hypotheses have been settled in the study. Besides, the questionnaire is formed based on the achievement in the past. In the second part, through the questionnaire, e-mail and online survey, we totally send out334questionnaires and get back297available ones. The investigators distribute in different regions, so the result may be representative of the larger public. The third part is date processing stage, we test the above hypothesis by reliability and validity analysis, correlational analysis and regression analysis.The results prove that emotional joint and personal involvement have an effect on turnover intention, besides the two dimensions will influence one’s turnover intention through organizational commitment. Perceived opportunity as a moderator variable will adjust the relationship between organizational commitment and turnover intention.