A Study On The Relationship Among The Congruence In Organization Support,Workplace Loneliness And Turnover Intention Of The New Generation Employee

As a hot topic of research on organizational behavior and employee relations e,research on the relationship between organizational support and turnover intention has received the scholars' more and more attention,but it still needs to be expanded.First,scholars often overlook the effect of anticipated organizational support on turnover intentions.Although the support to effect the turnover intentions of it is not as direct as the perceived organizational,we should not ignore his existence.After all,the formation of employee turnover tendencies is a dynamic process.Second,it is also necessary to pay attention to the influence of employees' emotional state in the workplace on turnover intention.As an emotional state that everyone can not avoid,the sense of loneliness in the workplace has been mentioned by more and more people.However,few studies focus on the research on the mechanism of support among organizations,workplace loneliness,and turnover intention.Third,the new generation of employees as the main force in the workplace,their strong sense of self-reliance,weak pressure characteristics in the performance of loneliness and turnover tendencies may be different.Therefore,it is necessary to select the new generation of employees as a sample object to explore and study.Based on the above analysis,this study selects new generation employees as research objects,selects workplace loneliness as an intermediary variable,and explores the relationship among congruence in organizational support,workplace loneliness,and turnover intention.Questionnaires were used to collect data on sample objects.The statistical analysis of the 217 valid questionnaires collected using polynomial regression combined with response surface analysis yields the following conclusions:(1)In the context of the congruence organizational support,compared with low-expectation and low-perceived organizational support,new generation employees have lower loneliness and turnover tendencies in the context of high-expectation and high-perceived organizational support.(2)In the case of the inconsistent organizational support,compared with the high-expectancy and low-perceived organizational support,the new generation of employees has lower loneliness in the workplace under the support of low-expectation and perceived-organizations,but the turnover tendencies have not decreased.(3)With more congruence in organizational support,the loneliness and turnover tendencies of the new generation of employees are lower.(4)The sense of loneliness in the workplace plays a role in mediating the consistency between organizational support and turnover intention of the new generation of employee.Finally,I points out the theoretical significance of the conclusions of this study and its implications for management practices.