Research On The Influence Of Organizational Climate And Psychological Empowerment On Turnover Intention

With the economic globalization and the arrival of the era of knowledge economy, the more important one among enterprises is the competition of talents. In the face of the high turnover rate and frequent personnel flow, how to attract, develop, motivate and retain the best employees, which make the advantage in the fierce market competition, has already become the problem of common concern in the management of enterprises and organizations. Studies have shown that organizational climate is the lubricant between staff, staff and leadership, good organizational climate can improve employees' job satisfaction, and thus reduce the transfer rate and turnover rate. The study attempts to explore the reasons of turnover from the employees' perception of organizational climate, in order to seek effective ways to reduce employees' turnover intention and turnover rate.The study adopts organizational climate scale, psychological empowerment scale and turnover intention scale evaluating enterprise staff from Hebei, Beijing, Shanghai provinces etc. Through the way of questionnaire survey, this study is based on a valid sample of 351 employees, which explored the effect of different dimensions of organizational climate on turnover intention, and discussed the mediate effect of psychological empowerment between organizational climate and turnover intention. The study based on the social exchange theory to establish the research model, using SPSS statistical software for data analysis, including the difference test, correlation analysis, regression analysis, etc., and then come to the following conclusions:(1) There are significant differences on the employees' perceptions of organizational climate in different ages, marital status. There are significant differences on the employees' psychological empowerment level in different levels of education and job positions. There were significant differences the three variables in gender. The employees' of different units have significant differences in the level of organizational climate perception and psychological empowerment.(2) There is a significant correlation between any two of organizational climate, psychological empowerment and turnover intention. Organizational climate dimensions and psychological authorization between each dimension has significant positive correlation; each dimension of organizational climate and turnover intention has significant negative correlation; each dimension of psychological empowerment and turnover intention has significant negative correlation.(3) Organizational climate has a positive impact on psychological empowerment, organizational climate and psychological empowerment have a negative effect on turnover intention, and psychological empowerment has a partial mediation effect on organizational climate and turnover intention.