Research In Turnover Intention And Its Influencing Factors Of Post-90s Knowledge-based Employees

Since the post-90s knowledge-based employees have attracted wide attention from all walks of life due to their frequent turnover and high turnover rate.However,there has been no consistent conclusion about the reasons behind their turnover.In order to explore the turnover intention and the influencing factors of the post-90s knowledge-based employees,the explanatory sequential design in MMR is used in this study.The quantitative research is to discuss the factors of turnover intention of the post-90s knowledge-based employees in the form of a questionnaire survey(job engagement,job autonomy,psychological contract and job satisfaction).The qualitative research is to know the personality characteristics of post-90s knowledge-based employees,their views on turnover and how the influence factors worked by open questionnaires and depth interviews.Quantitative study results show that:the turnover intention of the post-90s knowledge-based employees is above average level,indicating that the general tendency of turnover and the tendency is stronger;there is no significant difference in the character of sex,age,education,years of work,and the unit nature of the job;job engagement and its two dimensions(vigor and dedication)have significant negatively correlations to turnover intention,psychological contract and its three dimensions(transaction,relationship,development)have significant negatively correlations with turnover intention,there is a significant negative correlation between job satisfaction and turnover intention;job autonomy and psychological contract can negatively predict turnover intention,job satisfaction can also negatively forecast turnover intention,age,job engagement job autonomy and psychological contract can positively predict job satisfaction.Job satisfaction has a complete intermediary role in the relationship between job engagement and turnover intention,and there is a partial intermediary role in the relationship between job autonomy and turnover intention,and there is also a complete intermediary role in the relationship between the development dimension of psychological contract and turnover intention.Qualitative research findings show that the reasons for the turnover intention of post-90s knowledge-based employees are salary,career planning and promotion,relationship between leaders and colleagues,perceived fairness,job content,job stress and industry prospect.The frequency of triggering the turnover intention is not very high,but once they happened,the intensity of turnover intention is mightily,and the possibility of final evolution to actual turnover behavior is also very high,which confirms the relationship between turnover intention and turnover behavior.In terms of personality traits,post-90s knowledge-based employees mainly advocate freedom and democracy,they have the strong learning ability,strong sense of achievement demand and strong resilience,and strong resistance to pressure.The reasons for turnover intention are mainly produced through comparison,including internal comparison(comparison between individual expectation and supply of organization),external comparison(comparing with peers)and industry comparison.Job engagement is a phased state for them,it mainly depends on recognition of work and the expected estimation,high investment status can effectively reduce turnover intention.The-influence of job autonomy on them is different from person to person,employees' demands for job autonomy are mainly related to job responsibilities,and relatively it has less influence on turnover intention,but in the long run,it is still important.Their understanding of psychological contract mainly focuses on three aspects:salary,career planning and employee care,psychological contract has a great influence on employees' turnover intention and turnover behavior.Finally,some countermeasures are put forward to reduce the turnover intention of the post-90s knowledge-based employees:the pattern two-way selection of recruitment is an great way to reduce the turnover from the source,hard and soft matching is important,the most fitting is the best;both organizations and employees have to do a good job planning to make their work more ambitious;appropriate decentralization,give the employees a certain autonomy,trust will make the work be more conscious;improving the price ratio of salary and welfare,the period and space of appreciation,pay attention to the assessment of fairness,guarantee will make the work be more contented.