Research On The Intergenerational Differences And Relationship Between Career Development Needs And Turnover Intention Of IT Employees

In the 21st century,continuous development of information technology promotes the global economic integration.The key issue for enterprises,which want to win in this fierce international competition,is whether they can retain their core talents.An IT staff as a carrier of knowledge and technology plays a crucial role in enterprises.Nowadays,the phenomenon of "quit" has been a severe problem for and a warning sign for managers.How to reduce the turnover rate of IT staffs has become the major problem for managers to solve.Among all the main factors influencing employee turnover,job content and career growth make a big difference,which show that career development has a significant impact on their turnover behavior.In the current labor market,post 70s,80s,90s as the main force has significant differences in the workplace because of their different era of growing,environment,experience and stage of career.This study focuses on the inter-generational differences and relationship problems of IT staffs career development needs and turnover intention from the human-oriented perspective.First,the basic model of how intergeneration influencing IT staff's career development needs and turnover intention is established based on the theoretical analysis.And then,to study the relation between IT staffs career development needs and turnover intention,their organizational career management satisfaction was introduced as an intermediary variable transformation in order to build a career development needs-organizational career management satisfaction-turnover intention model.Questionnaires were distributed to 255 intergenerational IT staff for data collection and analyze.The following are main conclusion of the study:(1)Intergenerational differences exist in IT staffs career development needs,organizational career management and turnover intention.(2)IT staffs career development needs have a significant positive impact on their turnover intention.(3)IT staffs career development needs have a significant negative impact on their organizational career management.(4)IT staffs organizational career management satisfaction has a significant negative impact on their turnover intention.(5)IT staffs organizational career management satisfaction plays an intermediary role in career development's impact on turnover intention.