An Empirical Study On Influences Of Work Engagement On Turnover Intention Of Employees

With labor relations being more diversity and employee's self-awareness beinghigher, employee's turnover behavior is becoming more and more frequent. How tomanage employee turnover effectively and retain core employees is a great challengefor every company. Employee turnover behavior is affected by a wide range offactors.Although many scholars have researched the affect system, but few scholarsresearch from the perspective of positive organizational behavior. As a new hot spot inpositive organizational behavior research,work engagement has a significant impact onemployee turnover.Based on Chinese cultural background, this paper firstly makes a review of therelevant theories and literatures of work engagement and turnover intention, makes aquestionnaire, revises the questionnaire through the first test, and then forms theformal questionnaire.Then the paper studies the impact mechanism of workengagement on turnover intention, constructs a theoretical model, and proposes relatedhypotheses. This paper empirically analyzes the impact of work engagement onturnover intention, and makes the corresponding management recommendations?Based on theoretical analysis, this paper uses the questionnaire and statisticalanalysis to study the relationship between work engagement and turnover intention.Through the validity and reliability analysis, variance analysis, correlation analysisand regression analysis, the paper tests the questionnaire and verifies researchhypotheses. Results of data analysis indicate that various background variables havedifferent effects on the variables such as work engagement, turnover intention; onlydedication in work engagement have significant negative impact on turnover intention?vigor,dedication and absorption all have significant positive effect on organizationalcommitment;organizational commitment has a significant negative impact onemployee turnover intention, and plays an total intermediary role between dedicationand turnover intention respectively.Finally, for the results of empirical research, the paper makes several managerialrecommendations which will improve the status of work engagement in enterprises,enhance organizational commitment of employees, and reduce employee turnoverintention.