The Study Of Job Insecurity On The Impact Of "After 90" Knowledge Worker Turnover Intention

The rise of the knowledge economy era,knowledge workers has become a key member of the enterprise.In the 21 st century is the era of mobile Internet,based on 51 job and zhaopin,according to the knowledge employees frequent turnover,more than60%,and the knowledge employees accounted for the largest after the "90",how to manage the knowledge staff's departure has become enterprise faces huge challenges.At home,for the management of knowledge workers is still in its infancy,especially for the research of knowledge workers is less after the "90".How to reduce the knowledge staff's departure after the "90" problem has become a modern enterprise urgent and important task.Three mandy hu(2007),and other research has shown that job insecurity has become the important factor of employee turnover,and organizational factors in employee turnover plays an important role in regulating.Discussion based on this,this study introduced knowledge when an employee leaves after "90" job insecurity and organizational climate variables,job insecurity is individual after the overall cognition to the existing work produced by a sense of lose existing work itself,the concerns of the valuable work characteristics.Organizational climate is individual members to the organization consciousness,explore job insecurity and organizational climate for "90" after the influence of knowledge employee turnover intention.Through the literature,this study constructed the knowledge employee job insecurity after the "90" on the theoretical model of turnover intention.The financial sector,the Internet industry,the real estate industry three industry knowledge employees handed out questionnaires after "90".Then,by using independent sample t-test and correlation analysis,regression analysis,test the prediction function of job insecurity on turnover intention,and finally,using hierarchical regression analysis tested the organizational climate in the "90" after the knowledge employee turnover intention in job insecurity in the adjustment.Empirical analysis results show that job insecurity and organizational climate and turnover intention some differences in the demographic variables: low degree ofknowledge employees show higher job insecurity and turnover intention;Internet industry knowledge staff showed higher loss of job insecurity and turnover intention.Job insecurity and turnover tendency has significantly positive correlation,salary promotion insecurity had the greatest influence relationship with turnover intention.Organizational climate showed significant negative correlation with turnover intention,respect and agree with the greatest influence on turnover intention,the second is job autonomy;Job insecurity and organizational atmosphere has significantly negative relationship,which pay promotion insecurity had the greatest influence and organizational climate;Job insecurity four dimensions of turnover intention have a good positive role;Care and support,job autonomy,respect and recognition in the relationship between job insecurity and turnover tendency have played a role in regulating.