Research On The Relationship Between The Internals And Externals Personality Traits, Job Happiness And Turnover Intention

In the era of globalization and information, the competition among enterprises is the competition of talents. But, precisely, the most confusion to the enterprises is the way to keep the talents. Although the enterprises revise the policies, increase the interests of employees, but they are still not satisfied, their turnover intention is still serious, resulting in a decline in production efficiency. The human cost remains high. So to solve the problem of keeping talents and the development of enterprises, it is necessary to study the influence factors to the formation of turnover intention. The study found that employees’ turnover intention is related to their job happiness. Employees who have the job happiness don’t generate turnover thought. If they have weak happiness or no happiness, it will generate turnover intention. More importantly, in the same external conditions, some people will generate, and others don’t generate turnover intention——employees’own locus of control in action. Obviously, it has very important value that exploring the formation of staffs’ job happiness from the perspective of employee’s own personality traits, and then probing the internal cause of turnover intention.Based on full access to relevant literature and results of survey enterprises, I compile the localization scale and process data with the use of data analysis software——SPSS17.0. Through descriptive statistics, variance analysis, factor analysis, correlation analysis and regression analysis, I find out the causal relationship between locus of control, job happiness and turnover intention, and then get the following conclusion:First, the job happiness has significant negative effect on turnover intention, and explains variance 23.4% of turnover intention. The three main components of job happiness have significant predictive effect on turnover intention, among them, the value of the work has the strongest ability of explanation, explains 11.7% of the variance. This shows that improving employees’job happiness, especially the evaluation to the value of work, Implementation of happiness management in enterprises, can effectively reduce the employees’turnover intention. Second, the locus of control has a significant positive effect on job happiness, explaining 19.5% of the variance, and has a significant negative impact on turnover intention, explaining 36.3% of the variance. It shows that employees’personality traits are more inclined to internal control, their job happiness is higher and their turnover intention is lower. Third, the intervention of job happiness can improve the overall explanation degree to turnover intention, and has not completely mediated the relationship between locus of control and turnover intention.That is to say, the enterprise management must understand and grasp the employees’locus of control, and enhance employees’job happiness according to this, so as to solve the problem from the source which staffs have a tendency to leave. Only warming and gathering staffs in mind, there will have the flowing reserves of talents to support the development of enterprises.