Research On Mechanism Of The New Generation Employees’ Turnover

As the competition of national science, technology, economic development and comprehensive national strength is is very fierce. In order to relieve the pressure on climate change and resource scarcity, China has made the decision of developing the strategic new industries.The knowledge intensive and less material resources consumption are their importance characteristics,and they become the key development fields in the national industrial layout.The foundation of strategic emerging industries are technological breakthrough and development demand.and they play leading role in development of economy and society.Strategic emerging industries are knowledge technology intensive, less material resources consumption, growth potential, good comprehensive benefit of industry.Human resources is the important force to promote industry development.With the development of the era, human resource structure is also changing, and new generation employees as an emerging force, has gradually become the main important force in promoting economic and social development. New generation employees who grew up in a new era of reform and opening up, having many different features with the last generation, has a distinctive group characteristics.On the one hand, their thought is active, open eye shot, liberal, strong ability to learn and adapt, passionate about life and work, etc.,and these features make them obtain the affirmation from society.On the other hand, they got the negative social evaluation.They are considered weak responsibility consciousness, the weaker the collective concept, self-centered, anti poor discipline and control.New generation employees who endowed with these traits show frequent job-hopping phenomenon such as departure.The phenomenon has become the focus of the enterprise managers and social manager.The new generation employees in strategic emerging industries are the research object.On the social exchange theory, social identity theory and the perspective of psychological contract theory, the paper try to find the process of new generation employees’turnover tendency.The relationship between employees’psychological contract and turnover intention as the main line, the article explores the impact of the Leader-member exchange relationship and organizational identity.The article adopts the method of questionnaire and the empirical research. The study revises scale by prediction samples.The study makes a detailed analysis of 269 samples to verify the hypothesis.Through the research, this article mainly has the following conclusion.1.The overall psychological contract breach and each dimension (normal, interpersonal, development) psychological contract breach have significant negative impact on organizational identification and have positive impact on turnover intention,and organizational identification has significantly negative influence on employee turnover intention.Organizational identification plays partial intermediary role in the relationship between whole and each dimension of psychological contract broken with turnover intention.2.Leader-member exchange has negative control response on relationship between overall dimension psychological contract breach and organizational identification, and has a positive regulatory role between psychological contract and turnover intention. The moderation of the leader-member exchange in the relation between overall psychological contract breach and turnover intention was completely intermediate by organization identification.Leader-member exchange relationship has a significant negative moderating role in the relationship between normal psychological contract and organizational identification,and adjustment effect of the relationship between the normal psychological contract breach and turnover intention is not significant.Leader-member exchange plays significant negative moderating role in interpersonal psychological contract breach and organizational identification, and it has significant positive moderating role in the relationship between interpersonal psychological contract breach and turnover intention.The moderation of leader-member exchange in the relation between interpersonal psychological contract and turnover intention is partly mediated by organization identification.Leader-member exchange relationship negatively moderates the relationship between development-oriented psychological contract and organizational identification, and it positively moderates development-oriented psychological contract breach and turnover intention.The moderation of the leader-member exchange in the relation between developmental psychological contract breach and turnover intention was completely intermediate by organization identification.This article is divided into six parts.The first part is introduction,which mainly elaborating the background of the research problem, research purpose and meaning, content and framework, ideas and methods and possible innovations.The second part is the literature review.It mainly includes the research on the new generation employees, psychological contract rupture, leader- member exchange relations, the concept of organizational identity and turnover intention, measurement and related research results about them.The third part introduced the hypothesis and model.In this part,this paper makes assumptions on the relationship between the variables and puts forward the theoretical model of this study.The fourth part is the research design and questionnaire survey.This part includes the design of measuring scale,a process and the characteristics of the sample survey, the reliability and validity of the questionnaire survey.The fifth part is the empirical analysis, and contains the descriptive statistics and correlation analysis of each variable, the relationship between the variables through a hierarchical regression analysis. The sixth part includes conclusion,revelation and outlook,which mainly expounding the conclusions of this study,revelation for the new generation staff management according to the results,the deficiencies and future research directions of the research.