The Empirical Study Of Effects Of Intrinsic Motivation On Turnover Intention Among The New Generation Of Knowledge Emloyees

The intrinsic motivation has always occupied an important position in the field of psychology research. Intrinsic motivation fully reflects the perfection of humanity hypothesis in modern management and the further development of human centered management theory, emphasizing concern for individual employees and work tasks, and the personality and intrinsic work motivation of new generation knowledge employees has become the focus concern of the theory and practice department. Self-determination theory dynamically shows the transformation process of individual employees'intrinsic motivation, and intrinsic motivation how to promote individual employees to produce the corresponding work attitudes, emotional cognition and behavioral outcomes. Plenty of studies have been used to explain the phenomenon that employees'intrinsic motivation will affect employees'positive attitude, cognition, emotion, and behaviors.However, there are no studies explain the phenomenon that employees'intrinsic motivation will affect employees'negative attitude, cognition, emotion, and behaviors on the new generation knowledge employees groups. The purpose of this study is to explore the mechanism how intrinsic motivation of new generation knowledge employees affects on their attitude and work behaviors, mediated by work engagement under the circumstance of workplace ostracism.This paper firstly sorted out the existing literature of new generation of knowledge emloyees, intrinsic motivation, work engagement, workplace ostracism and turnover intention, and formed the research framework based on the self-determination theory, cognitive evaluation theory and social comparison theory. Secondly, this paper focused on the mechanism of how intrinsic motivation of new generation knowledge employees and intrinsic motivation's five components affected on turnover intention, the mediation of work engagement and the workplace ostracism. And then we put forward the hypotheses and research model. Thirdly, this paper obtained the formal questionnaire through compiling and modifying the questionnaire, exploratory factor analysis and confirmatory factor analysis. Finally, the tests of the reliability, validity, variance, correlation and hierarchical regression analysis had been used to validate the hypotheses and build the research model.Research result shows that intrinsic motivation of new generation knowledge employees has a significant and positive influence on work engagement, and has a significant and negative influence on turnover intention.Work engagement has a full mediating effect on intrinsic motivation of new generation knowledge employees and turnover intention.Workplace ostracism has a moderating effect on work engagement and turnover intention.Based on the results of empirical research, several management practice suggestions are followed:Firstly, managers should strength intrinsic motivation and enhance work motivation and well-being of new generation knowledge employees. Secondly, company managers should focus on cultivating new generation knowledge employees'work engagement and enhance organizational affiliation of new generation knowledge employees. Thirdly, managers should creat a good atmosphere in organization, and enhance new generation knowledge employees'organizational commitment.