Research On The Impact Of New Generation Employees' Incentive Satisfaction On Turnover Intention From The Perspective Of ERG

In the information age,knowledge has become the main force to drive economic development in the future.Human resources have become the most important strategic resource for enterprises to gain advantages in the market competition and upgrading of product structure.A historical inevitable trend is that the new generation of knowledge workers is becoming the survival and development of the enterprise blood.However,a report in 2016 compared with 2015 employees overall turnover rate increased obviously,the average turnover rate is 20.1%,high leaves and fresh graduates,reached 26.5%,90 employees in the enterprise the higher the proportion of employees,the average turnover rate is also higher.Proper mobile staff to the enterprise to maintain its vitality and high turnover can bring threat to the long-term development of the enterprise,but enterprise in the face of new generation high turnover rate of the knowledge-type employees often seem unable to understand and helpless.Therefore,how to reduce the turnover rate of this group in order to improve the operation efficiency and efficiency of the organization has a wide range of research space and practical needs in academia and business circles.Based on the ERG theory,this paper analyzes the demand preference of the new generation of knowledge workers,and then analyzes the turnover problem from the perspective of incentive satisfaction.First,based on reading and reviewing a large number of domestic and foreign literature,this paper constructs a theoretical model,including incentive satisfaction,executive commitment,organizational ethics climate,turnover intention,and on this basis,puts forward five sets of assumptions.Through literature review and expert discussion,we select the mature scale to measure all the variables in the research,through questionnaires collected 436 valid questionnaires,used for collecting SPSS20.0 and AMOS 17.0 statistical software to process the data analysis,the empirical results show that:the incentive satisfaction(survival incentives satisfaction,relationship incentives satisfaction,growth incentive satisfaction)of new generation of knowledge workers has significantly negative influence turnover intention;supervisory commitment have significant negative effects on the new generation of employee turnover intention;supervisory commitment plays a mediating role between the incentive satisfaction and turnover intention of the new generation of knowledge workers;Self-interested organizational ethics climate plays a moderating role between incentive satisfaction and turnover intention,but the caring and regular organizational ethics climate does not show the existence of moderating effect.Finally,based on the research results,this paper puts forward some countermeasures and suggestions on the incentive management of the new generation of knowledge workers from the perspective of organizational managers.