Research On The Influence Of Career Growth On Turnover Tendency Among The Cenozoic Employees

Researchers and managers have taken turnover seriously for a long time.In recent years,a number of survey data show that even if the current employment situation is very grim,the turnover rate of the Cenozoic employees is still very high,yet Cenozoic employees have significant differences in the personality characteristics,psychological demands,and career habits from other intergenerational employees,they have a strong sense of self-awareness,and more care about their career growth,which result to their professional loyalty is higher than enterprise loyalty,to some extent,which are the reasons of the current turnover rate among the Cenozoic employees is so high.There is no doubt that the Cenozoic employees is an important force in the development of modern enterprises,and turnover would leave a negative impact on both the enterprise and employees.In view of this,this paper aims to find ways to reduce the turnover tendency among the Cenozoic employees on individuals and organizations.There exist lots of studies on career growth and turnover tendency,but the research objects and the research conclusions are homogeneity,and the influence mechanism of the career growth dimensions on the turnover tendency is not clear.Meanwhile,the individual behavior is decided by the situational awareness and personal traits.Turnover tendency is the most effective predictor of turnover,so the negative effect of career growth on the turnover tendency will change a lot on a moderating variable,but not stable.It is considered "upper and lower" "young and old" these order structure seriously in China,the Cenozoic employees see their direct leader as the embodiment of the enterprise,so LMX,combining with the career growth,decide to turnover tendency of the Cenozoic employees.In order to explore the influence mechanism of the Cenozoic Employees' career growth and dimension on the turnover tendency,verify whether the LMX moderate the career growth on the turnover tendency,and further clarify the specific moderating type.This paper has carried on the relevant theoretical and empirical research.This study defines the Cenozoic Employees as employees who were born after January 1,1985 and later,with a stable job,career goals progress,career capacity growth,promotion speed and reward growth are parts of the career growth of the Cenozoic Employees.Based on the realistic background and literature review,the research hypothesis and the research model were put forward.Under good reliability and validity of the small sample pre-survey,this paper collected 214 Cenozoic Employees work in G Bank in Chongqing,Sichuan and Hunan as the official research samples,and then put the formal survey data in the SPSS22.0 and AMOS21.0,which successively carried out descriptive statistical analysis,reliability and validity test,difference analysis,correlation analysis,regression analysis and moderate influence analysis.At last,some research hypotheses were verified and the following conclusions were drawn:First,the overall level of career growth and turnover tendency of the Cenozoic Employees is relatively high,and the leadership-member exchange has a high level of loyalty and emotional dimension,but the professional respect is lower and the contribution dimension is about 2.5,indicating that the Cenozoic Employees are reluctant to spare extra time and effort to handle the extra task from their leaders;Second,career growth shows a significant difference in gender,marital status and years of work.LMX shows a significant individual difference in marital status.Turnover tendency shows a significant difference in gender,age,marital status,education background,years of work and the administrative division of the bank;Third,the career growth has a significant negative impact on the turnover tendency,and the career growth dimension had a significant negative impact on the turnover tendency.From the corresponding estimation coefficient,the coefficient of career growth is estimated to be-0.666,and the absolute values of the reward growth and promotion speed are 0.332 and 0.301.The two dimensions have greater influence on the turnover tendency of the Cenozoic Employees than the other two dimensions.Fourth,the interactive coefficient of career growth and LMX is-0.059,which is significant at the significance level of 5%,indicating that the LMX moderates the relationship between career growth and turnover tendency,and verify to be the enhancing moderating role,The higher quality of LMX,the greater the influence of career growth on turnover tendency.Finally,combining with the research purpose and the research conclusion,the author draws the management inspiration at individual and organization,so as to provide reference for the management of the Cenozoic Employees.