Studies On The Influence Mechanisms Of Negative Shocks On Turnover Intention And Organization Cynicism

At present,the Chinese enterprises are faced with two difficulties: the loss of core talents and the severe cynicism of the staff,namely the high turnover rate and a negative attitude towards the organization.Therefore,how to attract and retain excellent employees and promote their willingness to serve as organizational effectiveness is the most urgent problem to be solved.Reviewing the literature,we find that the shock event is an emerging concept in the field of organizational behavior,which is considered to be the most relevant and prevalent among the employee turnover motivation.The existing literature on the role mechanism of shock in the decision making process is scarce.For this reason,this study would take the employees experience-shock events as the perspective,psychological contract of employees perceive as a foundation,be based on individual characteristics and employee-organization attached perspective to interpret the inner mechanism of organizational cynicism and turnover intention,in order to clarify the shock in the exit mechanism of the effect in the process of decision-making.First,through reviewing and analyzing existing literature about shock,psychological contract violation,organizational cynicism and turnover intention,traditional,work embedded variables,we put forward the hypothesis of the mediation role of psychological contract violation in the relationship between shock on organizational cynicism and turnover intention,and the moderating role of traditional and job embeddedness,basing on strict theoretical logic.Then we choose the appropriate measurement tools,send out questionnaires to collect data,and use statistical analysis software SPSS17.0 and Mplus7.0to test reliability and validity of data analysis,correlation analysis and structural equation analysis and draw the following argument:(1)psychological contract violation partially mediated the influence of shock on organizational cynicism and turnover intention;(2)employee traditionality negatively moderated the relationship between psychological contract violation and organization cynicism;that is to say,the higher the traditionality,the weaker the relationship between the two.(3)job embeddedness negatively moderated the relationship between psychological contract violation and turnover intention.That is to say,the higher the degree of job embeddedness,the weaker the relationship.Finally,based on the theoretical and practical contributions of this study,we discuss the practical application of research aspects: enterprises should pay attention to shock event discrimination,effectively avoid the occurrence of contract violation;fully considerthe individual differences of employees and classify management;pay attention to communication with employees,guide their job embeddedness behavior,thus effectively improve and avoid the influence of shock to employees,and motivate them to show more beneficial organizational behavior.