A Study On The Relationship Among Organizational Support, Self-Efficacy And Turnover Intention Of Valuation Firm

In human resource management of valuation firm,staff's turnover does not only increase the recruitment cost,selection cost,and training cost,but also affect the image of the agency and the morale of the employees.So the problem of turnover has gradually become a concern issues of the academic and practical.For valuation firm,it is the subject of many scholars to understand the psychological demands of employees,the incentives and support policies to fully exploit the potential of the assessment staff to retain them.Therefore,to strengthen the training and encouragement of the staff has become the top priority work.If the customer is god for the sales and the outside of the organization,the staff is the god for the valuation firm's human resource management.Therefore,the valuation firm managers should pay attention to change the concept,improve service awareness and customer awareness,take the initiative to achieve by the "leader","managers" to "service","supporters" role conversion.In theory,there have been many studies support the correlation between turnover intention and organizational support,but for self-efficacy and turnover intention as well as organizational support,self-efficacy and turnover intention relations research have not yet.In this study,we use the theories of social exchange and reciprocity,organizational equity theory,social cognitive theory and positive psychology theory.We discuss the influence of organizational support on the turnover intention and the effect of self-efficacy on the turnover intention and the self-efficacy Does play a mediating role in the effectiveness of the organizational support and the turnover intention.This study firstly reviews and comments on the relevant literature about turnover intention,self-efficacy and organizational support.Secondly,the research object and research variables are defined,a clear definition of each variable dimension and scale revision.On the basis of these two points,this research further puts forward the corresponding research hypothesis and constructs the theoretical model.Third,the questionnaire was used to disseminate the questionnaire to the subjects(valuation firm staff),Descriptive statistical analysis of the sample data was carried out,and the reliability and validity of the three scales Finally,the hypothesis proposed is validated.After empirical analysis,the following results are obtained:Firstly,valuation firm staff's organizational support is divided into threedimensions: job support,value recognition and interest concern.The turnover intention is a single-dimensional variable,and self-efficacy is divided into quantitative self-efficacy and strength-based self-efficacy.Appraisers' perceptions of "breadth of self-efficacy" are vague.Secondly,there is a positive predictive relationship between organizational support and self-efficacy of staff in valuation firm.There is a significant positive predictive value,value recognition does not have a positive predictive value for quantitative and intensity self-efficacy;negatively predicting the relationship between employee organizational support and intention to resign,including job support and concern about the turnover intention.There is a significant negative predictive value,value recognition does not exist on the intention of leaving a negative predictive effect;assessment agency employee self-efficacy and intention to leave was a negative predictive relationship,of which both quantitative self-esteem and intensity of self-efficacy intention to leave there Significant negative predictive effect.Thirdly,based on the correlation analysis and regression analysis,the author found that the "value recognition" dimension and self-efficacy of the organization's organizational support staff have the phenomenon of "pseudo-correlation".Fourth,valuation firm's self-efficacy and its dimensions play an intermediary role in organizational support and turnover intention.According to the results of empirical analysis,this study proposed policy suggestions on how to improve staff support,establish self-confidence of employees and pay attention to the active organization of employees.