The Research On Factors Triggering Post-95s Employees’ Turnover Intention

In recent years,the turnover rate of post-95 employees keeps going up,however,few scholars have studied the turnover intention of post-95 s employees,Therefore,it is necessary to find the factors of post-95 s employees’ turnover intention,then the trigger mechanism of turnover intention could be clarified,so as to make scientific and reasonable prediction of turnover behavior.Firstly,the more mature Price-Mueller(2000)model abroad was taken as the theoretical research model based on theoretical analysis and literature review.Its work and organizational variables,as well as psychological capital,are selected to form the research model of this paper The research model reveals three types of variables related to turnover intention,namely,individual level variables(Psychological capital),worklevel variables(Autonomy,Rountinization and Job Stress),organization-level variables(Organizational Equity and Inner Social Support).Then,the questionnaire was composed of mature scales corresponding to the variables contained in the improved model,and 400 valid questionnaires were collected by means of network distribution.The Empirical Analysis and fuzzy-set Qualitative Comparative Analysis were carried out with the help of SPSS20.0 software and fsQCA3.0 software respectively,the conclusions as follows:(1)psychological capital have a significant negative impact on turnover intention,self-efficacy,hope,resilience,optimistic are negatively correlated with turnover intention;job stress and Rountinization have a significant positive impact on turnover intention,distributive justice and procedural justice also have a negative impact on turnover intention,but autonomy and peer support are only negatively correlated with turnover intention.(2)The lack of organizational equity is more likely to lead to a high turnover intention among post-95 s employees,while distributive justice and supervisor support have an important influence on employees with low turnover intention.In addition,the post-95 s employees’ high or low turnover intention need the synergy of work-level variables,organizational equity and inner social support;A substitution effect of the lack of rountinization and procedural justice exists in reducing the turnover intention of post-95 s employees.These findings not only examine the influencing factors of post-95 employees’ turnover intention,but also supplement the study on the multi factor mechanism of turnover intention.It is beneficial for enterprises to take effective management measures to reduce the turnover intention of post-95 s employees and thus reduce the dimission of employees.