The Effect Of Challenge Stressor-Hindrance Stressor On Turnover Intentions:Mediating Effect Of Anxiety And Organizational Commitment

Employee turnover has been the focus issues of academics and business managers.Among the many factors influencing the turnover of employees, job stress is one of the most important factors. When it comes to stress, people tend to focus on its negative side, We always think that stress can have a bad effect on the psychology and behavior of employees, such as anxiety, low working efficiency, and even lead to employee turnover and so on. However, recent research results show that the job strss is not always bad, some of the stressors in the work will have a positive effect on the individual's work attitude. Therefore, based on the previous studies, the work stressor can be classified into challenge and hindrance stressor, and explore the influence mechanism of challenge stressors, hindrance stressor on turnover intention. In addition, this study introduces the concept of core self evaluation, from the perspective of individual resources to explore the moderating role of core self-evaluations in the influence of challenge stressors and hindrance stressor on turnover intention.Referred to the relative researches domestic and overseas, the research randomly surveyed 396 in-service employees using challenge-hindrance stressor scale, state-trait anxiety scale, organizationa commitment scale, core self-evaluation scale,turnover intention scale.Using statistical analysis, correlation analysis, regression analysis and building the structure equation model to analyze the data,we achieve these results:1. All study variables have significant differences in the age, education level, the type of organization, the time under employment, job position, but the differences is not significant in gender and marital status.2. With the increasing of the challenge stressors, the anxiety and organizational commitment will also increase, but the turnover intention will gradually reduce.3. The challenging stressor not only respectively by anxiety, organizational commitment affect employees' turnover intention, but can be through the multiple mediating of anxiety and organizational commitment to affect the turnover intention.4. The core self-evaluation play a moderating role between challenge stressor and organizational commitment, but the core self-evaluation have no moderating effect between challenge stressor and anxiety, turnover intention.5. With the increasing of the hindrance stressor, the anxiety and turnover intention of the employees are gradually increasing, but the organizational commitment is gradually declining.6. The hindrance stressor respectively by anxiety, organizational commitment indirectly affect employees' turnover intention, but the multiple mediating effect of anxiety and organizational commitment does not exist.7. The core self-evaluation play a moderating role between hindrance stressor and aneiety,organizational commitment, but core self-evaluation have no moderating effect between hindrance stressor and turnover intention.In conclusion, by the this study it can be concluded that:the challenge stressor and hindrance stressor on turnover intention of employees have different affect mechanism, and the core self-evaluation of employees have significant differences in moderating effect of these two stressors on psychology and behavior of employees.In order to reduce the rate of employee turnover, the managers can appropriately increase the challenge stressors and avoid applying hindrance stressor in the management, and assien tasks from the perspective of individual differences.