Study On The Influence Of Leadership Empowerment Behavior On Turnover Intention Of Employee

With the competition of the external environment of enterprises, the human resources play an important role in the strategic management of enterprises.Knowledge staff of post 90 s as the mainstay of workplace gradually growing up, play an important role in the organization.However, in the organization’s management practice, knowledge staff of post 90 s still have a lot of problems that plagued the managers, especially the high turnover rate, which has harmed the organization’s production and efficiency.How managing effectively knowledge staff of post 90 s, enhancing the consistency of employee and organizational values, goals,enhancing employee sense of ownership and responsibility in enterprise and reducing staff turnover intention, is the subject of common concern in the academic circle and practice circle.At present,leadership authorization behavior, organizational commitment and turnover intention have been widely studied and achieved good results in foreign part, but domestic research is relatively small, still some deficiencies in the research, hoping further study of more and more scholars.Theoretical research section: Firstly, the related concept is defined.Secondly, it focuses on the literature review of the relevant literature, such as leadership authorization behavior, organizational commitment, turnover intention and so on.Finally, it construct conceptual model basing on the cognitive theory, inbound interaction theory,social exchange theory.And according to the existing research results on the relationship among the leadership empowerment behavior,organizational commitment and turnover intention, this paper puts forward the research hypothesis.Empirical research part: The research hypotheses and models were tested by the methods of questionnaire survey and statistical analysis.Firstly, it select the measurement tools related to leadership empowerment behavior, organizational commitment, turnover intention and design questionnaire.Secondly, it collect the data,make descriptive statistical analysis and test on the samples.Finally, the independent sample T test, single factor analysis of variance, correlation analysis and multiple regression analysis are used to verify the influence of the leadership empowerment behavior on employee turnover intention and construct the structural equation model.It is found that:(1) the leadership empowerment has a positive impact on theorganizational commitment of knowledge staff of post-90 s, and has a negative impact on the turnover intention of knowledge staff of post-90 s.(2) organizational commitment has a negative impact on turnover intention.(3) organizational commitment plays a fully mediating role between leadership empowerment and turnover intention.