The Study On The Relationship Of Employee Satisfaction And Engagement With Turnover Intention Of Young Employee

With the gradual improvement of China's market economic system,many domestic enterprises are facing more intense domestic and international market competition,which has been extended to talent level from product level.As a consequence,financial capital and technology capital are gradually being replaced by human capital,which is being recognized as the core of the resources and source of the core competitiveness of enterprises.At the meantime,enterprises are starting to realize that employee engagement can improve overall performance of the enterprise,while the loss of employees tend to create greater visible and hidden costs for the whole enterprise.However,employee turnover costs are reducing with the gradual improvement of labor law in China,job information becomes easier to get access to with the explosive exposure of information thanks to the Internet age,Chinese national economic development has entered the stage of "new normal" and many enterprises are facing with unprecedented challenges and demanding higher performance of the employees while providing limited growth potential of benefits and welfare,which to certain extent,leading employees having a stronger desire for resignation.As the primary group of employees in today's enterprise,younger employees(the post 80 s and 90s)have significant characteristic differences from employees of other generations,that's why enterprises are eager to find an effective way to predict the employee turnover intention for this group of employees so that they can manage and control it in a way.It is noticed that the management measures of previous employee satisfaction have a certain marginal effect.At present,the research of employee engagement is more favored by enterprises since employee engagement is more relevant to enterprise performance.There is no literature,however,putting employee satisfaction,engagement,and the employee turnover intention all three factors together into the same research to conduct systematic analysis and elaboration.Therefore,this paper exploits it as the subject,trying to establish relevant research framework,put forward relevant research hypothesis and carry out relevant research and testing,aiming to supplement relevant academia research results and provide suggestions for enterprises to improve employee resignation situation.Based on the research,it is found that among the group of younger employees,employee satisfaction will have a significant positive impact on employee engagement while employee satisfaction and engagement have a significant negative impact on employee turnover intention.In the relationship model of the three factors,correlation between employee satisfaction and employee turnover intention is greater than employee engagement and employee turnover intention.Employee engagement plays a mediating role between employee satisfaction and employee turnover intention.The relationship dimension model among the three factors is constructed,and the affects among dimensions are found at the end of the paper.At the same time,differences among employee satisfaction,engagement and employee turnover intention in the actual situation among the various groups of young employees can be concluded through the analysis of the correlation between the dimensions of the demographic variables and the dimensions of the three factors,reflected phenomenon is to be further discussed.