Research On The Relationships Among Developmental Human Resources Practices, Perceived Organizational Support And Turnover Intention Of Knowledge Workers In Enterprises

With the continuous development of science and technology and the rapid rise of the intelligent manufacturing industry,human beings have gradually moved to the intelligent knowledge economy era,and knowledge has also received more and more attention.In the process of the development of any enterprise,must have knowledge workers absorption,reserve a certain number to ensure that enterprises can respond to change constantly good market competition.Of these has rich work experience and professional knowledge,to enable them to long term used by enterprise is the core topic to all enterprises,because these to increase production,increase profits,reduce operating costs and other aspects are essential.Knowledge workers' turnover will not only cause serious losses to the enterprise,also can make the personal occupation development is affected,therefore,in recent years,many enterprises have the high turnover rate,in order to explore the potential influencing factors of employee turnover,this paper from the development of human resource practices and perceived organizational support two to reduce the thought of knowledge employee turnover rate and provide a theoretical reference.This paper analyzed the related literature of past,through the development of human resource practices,perceived organizational support and turnover intention system describe the relationship between the three,and further put forward 4 main hypothesis and 9 sub hypothesis and thus form the basic theory framework.In this paper,a questionnaire survey was conducted in various enterprises,and the reliability and validity of the collected data were analyzed.After completing some questions,a formal questionnaire was completed.Through the SPSS22.0 software to carry on the correlation analysis and the regression analysis and so on,after the test,the hypothesis proposed by this research 11 passes through the verification,and draws the following conclusion:And the turnover intention has a significant negative correlation between the development of human resource practices and training opportunities,performance evaluation and occupation development of these three dimensions,but also including perceived organizational support and job support and care for the interests of the two dimensions of perceived organizational support;and there was a significant positive correlation between theperceived organizational support and work support and care interests of these two dimensions;and between resources and development of human practice turnover plays a partial mediating role of perceived organizational support is.According to the results of the investigation and analysis,effective suggestions for human resource management are put forward,so that enterprises can reduce employee turnover intention through certain measures and measures,thereby further improving the efficiency of enterprises.