Study On The Influence Of Organizational Career Mangement From Private Small And Medium-sized Enterprises On Turnover Of The New Generation Knowledgeable Employees

With the change of society,the new generation of knowledge workers have gradually grown into the mainstay of enterprise development and brought new knowledge and strength for enterprises.With the intensification of talent competition and the unique personality characteristics of the new generation of knowledge workers,however,the turnover rate of the new generation of knowledge workers in enterprises is getting higher and higher,especially in small and medium-sized private enterprises.It will seriously affect the stability of enterprises and restrict the development of enterprises.The unique growth environment and background of the new generation of knowledge workers determine their different requirements in their career.The biggest difference between the new generation of knowledge workers and traditional employees is that they pay more attention to the realization of self-worth and development in the enterprises.Therefore,organizational career management has become an important content and direction of current human resources management practice.However,small and medium-sized private enterprises are not perfect in the organizational career management of the new generation of knowledge workers.In addition,the small and medium-sized private enterprises have small scale,uncertain development prospects and low stability,so the new generation of knowledge workers are unwilling to devote all of their energies to the enterprises.When employees can especially not see their own development prospects and career opportunities,they often choose to leave the enterprises.Therefore,how to implement effective organizational career management to increase employees' sense of belonging and reduce the turnover tendency of the new generation of knowledge workers has become an urgent problem for the small and medium-sized private enterprises.This study explores the relationship between organizational career management and turnover intention of the new generation of knowledge workers in the small and medium-sized private enterprises from the perspective of individual perception,and studies the mediating effect of perceived organizational support.Firstly,this paper draws the direction of this study by analyzing background and combing the relevant literature at home and abroad.Secondly,this paper summarizes the research model and hypothesis on the basis of literature review and theoretical elaboration,and thencarries out pre-investigation and reliability and validity analysis according to the maturity scale at home and abroad.On this foundation,supplementing and adjusting the scale to get the formal scale.Finally,empirically analyzing the formal scale.It is verified that there is a significant negative relationship between organizational career management and its dimensions of small and medium-sized private enterprises and turnover intention of new generation of knowledge workers through a series of hypothesis tests,for instance,reliability and validity analysis,descriptive statistical analysis,variance analysis,correlation analysis and regression analysis.The results are verified and some management suggestions are put forward based on the empirical datas.The following results are obtained through empirical analysis: some demographic variables have significant differences among the variables;there is significant correlation among the variables;there is a significant negative correlation between organizational career management and its dimensions and turnover intention of the new generation of knowledge workers in small and medium-sized private enterprises;organizational support is a mediating role between organizational career management in small and medium-sized private enterprises and the turnover intention of the new generation of knowledge workers.