Research On Turnover Intention Of The New Generation Employees Of Construction Enterprises

The new generation employees of our country’s construction enterprises is this research’s object. With flexible redundancy principle, subjective active principle, and the theoretical basis of the relationship between the variables in this paper, this paper put forward the research hypothesis and conceptual model, to explore the work values, the relationship between job stress and turnover intention, further clarify the causes of the construction enterprise to produce new generation employees leave tendency and examine in work values and perceived organizational support between job stress and turnover intention, to provide significance certain reference for construction enterprise manage the new generation employees targeted.The main conclusions of this study are: 1. There is no significant correlation relationship between the new generation employees of building enterprise work values and turnover intention, but the extrinsic reward dimensions of work values and turnover intention was significantly positive correlation, and the external factors has good remuneration positive prediction function to turnover intention; 2. There is a significantly relationship between work stress and turnover intention of the new generation employees of building enterprise, the working pressure behavior experience and emotions experience dimension significantly positive influence on turnover intention; 3. The new generation employees of building enterprise organizational support perceived and its three degrees are significantly negative correlation with turnover intention, and perceived organizational support on turnover intention has good negative prediction function; 4.The organizational support perceived has played a part of the regulation between work values and turnover intention of the new generation employees of building enterprise, played a significant regulatory role between work stress and turnover intention. This study aims at more effective work of human resource management in construction enterprises, to reduce the employee’s work pressure, improve the employee’s perceived organizational support, in order to reduce the new generation high staff turnover rate.