The Relationship Between Organizational Commitment And Turnover Intention Of New Generation Employees

In the era of fast changing information,knowledge and technology in the knowledge-based economy,enterprises,as social microeconomic organizations,must rely on the effective use and innovation of knowledge to obtain sustainable competitive advantages.The new generation employees are the new forces of the enterprises.Most of them have a good education,have rich scientific and cultural knowledge and professional technical application level,and gradually grow into the main force of the growth and development of the enterprise.Some new generation employees have come to the core technical posts of the company and become the middle and senior managers of the company.In order to further develop and reserve talents,enterprises are also inclined to recruit new generation employees when recruiting employees.However,it is regrettable that the mobility of the new generation employees is far more than the social average level.For enterprises,frequent turnover will increase the organizational cost of enterprises.These costs mainly include the measurable losses of recruitment,training,job vacancy and replacement and social security expenditure of the new generation employees,as well as the unmeasurable loss of the instability,cohesion,impetuosity and impaired reputation of the employees caused by the turnover of the new generation employees.In addition,the frequent turnover of new generation employees,especially the possession of core technology and business secrets,will bring security risks to enterprises and reduce the core competitiveness of enterprises.Therefore,the problem of employee turnover in the new generation has always been the focus of social concern.How to take effective measures to reduce the frequent job hopping of the new generation employees and ensure the healthy and sustained development of the enterprises has become a key issue in the academic field.This paper focuses on the new generation of employees,focusing on the relationship between the organizational commitment and turnover intention of the new generation employees,and introducing the adjustment focus as the adjustment variable between the two variables of organizational commitment and turnover intention.The focus theory is the further extension of motivation theory,which objectively reflects the intrinsic characteristics of the individual.The process of psychological awareness of quality and external environment can be used to verify whether regulatory focus can be adjusted between the two.In this study,we collected data from each variable's maturity scale,and got 241 effective samples.The results of the collected questionnaires were analyzed and processed with SPSS22.0.The contents of the analysis included descriptive statistics,reliability and validity test,variance analysis,correlation analysis,regression analysis,and the test of adjustment function.The conclusion is that there is a significant negative correlation between emotional commitment,ideal commitment,economic commitment and turnover intention in organizational commitment.The ideal commitment has the greatest impact on the turnover intention of the new generation employees,and there is no significant relationship between the normative commitment and the opportunity commitment and turnover intention: the focus is on the ideal commitment.The relationship between economic commitment and turnover intention plays a negative regulatory role,and the promotion focus strengthens the effect of the ideal commitment and economic commitment on turnover intention of the new generation employees: the defensive focus plays a positive role in the relationship between the ideal commitment and the turnover intention,and the defensive focus weakens the ideal commitment of the new generation employees to the turnover.The influence of tendencies.Defensive focus plays a positive role in the relationship between economic commitment and turnover intention,and the defensive focus weakens the effect of the economic commitment of the new generation employees on turnover intention.Finally,according to the current social situation and the conclusion of this study,it provides some policy for enterprise management practice.