Study On The Impact Mechanism Of Employee Employability On Job Performance And Turnover Intention

The era of knowledge economy has come with the rapid development of science and technology.Competition among enterprises is becoming increasingly fierce.The organizational structure is becoming flat and flexible.Traditional lifetime employment based on loyalty is replaced by transactional employment relationships.The stable path of development within the organization has evolved into a borderless career,the staffs have increased willingness to move across organizations.Against this background,organizations face risks such as loss of core talents,loss of in vestment in human capital,and so on.Employees are also faced with the negative effects of inadequate personal competence and uncertain career development.In order to explore the internal relationship between the staff and the organization,to make the enterprise keep the stability of core talent team and enhance the competitive advantage,to make the employees obtain their employability and have a clear career development goal,this paper starting from the employment relationship in the new era,constructs a model based on the social exchange theory,the effects of employees' employability on their job performance and turnover intention are discussed,also,the organizational career management is taken as the moderator to explore what organizational behavior can reduce the turnover intention of high performance employees and enhance their organizational commitment.Selecting 399 employees as samples,collecting the questionnaires online,through data analysis and hypothesis verification,the main conclusions of this study are as follows:(1)The higher the employability,the higher the job performance.(2)Internal employability and external employability have a positive effect on task performance,interpersonal promotion,and work dedication.(3)The higher the employability,the higher the employee's turnover tendency.(4)Internal employment and external employment have a positive effect on turnover intention.(5)Organizational career management has no regulatory effect on the relationship between employability and job performance.(6)Promotion fairness,communication of career development information,and training have no regulatory effect on the relationship between employability and job performance.(7)Organizing self-awareness activities have a positive effect on the relationship between employability and job performance.The companies which help their employees understand their own professional characteristics will enable employees with high employability to further enhance their job performance.(8)Organizational career management has a negative moderate effect on the relationship between employability and turnover intention.In the enterprises with high career management,the employees with high employability tend to leave less.(9)Promotion fairness,communication of career development information,training and organizing self-awareness activities have no significant moderate effect to the relationship between employability and turnover intention.The tide of times changes deeply affects the development and management of individual and organizational career.The highly flexible employment relationship and the transactional psychological contract make employees must continuously improve their knowledge,experience and skills to pursue continuous employability and higher job performance.Enterprises also need to improve their human resource management strategies,develop their investment in human capital,to enhance their employees' employability,to keep their employment stability,to retain their core staff,and to attract excellent external employees.And accelerate the construction of the core competitive advantage of the enterprise through the promotion of employee employability.This paper builds a win-win model between employees and organizations through the promotion of employee employability.It alleviates the contradiction that the high-end talents trained by enterprise investment are easy to be lost in the new employment relationship,also using the moderate variable of organizational career management,the mechanism of harmonious development between staff and organization is set up and form the ecological development of "organization investment,employee improvement and performance promotion".This study not only have value in solving contradiction of reality between human and enterprise,but also verifies the interaction among variables in the context of Chinese enterprise and finally provides a new theory for the research of employability and turnover intention,etc.