Research On The Influence Mechanism Of Employee's Employability Perception On Employee's Turnover Intention In Non-state-owned Enterprises

With the advent of the era of borderless career,employees have more and more employment opportunities in non-state-owned enterprises,and their perceived internal and external employability is enhanced,which leads to the problem of high employee turnover rate.Current studies on the influence of employees' internal and external employability perception on employee turnover intention focus on the mediating effect of job insecurity,self-efficacy and the moderating effect of overall equity perception and organizational career management,etc.,without discussing the internal and external employability perception separately,no unified conclusion has been reached.This study explored the influence of internal and external employability perceptions and their interactions on employee turnover intention,by introducing the mediating variable of employees' positive emotional experience to work and the moderating variable of employee-organization relationship,the model of influencing the turnover intention of employees in non-state-owned enterprises is constructed and relevant hypotheses are proposed.Through a questionnaire survey on 280 employees of non-state-owned enterprises,statistical analysis tools such as SPSS21.0 and Mplus7.0 were used to analyze the collected data,the hypothesis proposed in this dissertation is empirically tested,and the following conclusions are drawn:external employability perception positively affects turnover intention and negatively affects positive emotional experience;internal employability perception negatively affects turnover intention and positively affects positive emotional experience;positive emotional experience plays a part of intermediary role between external employability perception and turnover intention;employee-organization relationship negatively regulates the relationship between perceived external employability and turnover intention.In addition,this dissertation explores the interaction between the perception of internal and external employability,the empirical analysis shows that for employees with low perception of internal employability,the turnover intention will be significantly enhanced when the perception of external employability is high,moreover,employees with low perception of internal employability have lower positive emotional experience of work when the perception of external employability is high.Therefore,the following suggestions are proposed in the dissertation:the organization should improve employees' internal employability perception and positive emotional experience of work,such as providing broader space for employees' career development,so as to reduce their turnover intention.Build a harmonious employee-organization relationship to weaken the high turnover tendency caused by the low level of positive emotional experience generated by employees,and motivate the enthusiasm and innovation of employees.The innovation of this dissertation lies in:based on the theory of emotional events and the theory of resource conservation,a research model of the relationship between employees' internal and external employability perception and turnover intention in non-state-owned enterprises is established,and the mediating effect of positive emotional experience is verified.By distinguishing the different effects of internal and external employability perception on turnover intention,this dissertation analyzes the interaction between internal and external employability perception and its relationship with positive emotional experience and turnover intention,enriching relevant researches.In addition,from the perspective of the interaction between employees and organizations,this dissertation discusses the moderating effect of employee-organization relationship on this model,further clarifies the relevant action mechanism,and provides Suggestions for enterprises to retain and motivate talents.