Research On The Relationships Of Personality Characteristics,Subjective Well-being&Turnover Intention About Knowledge-based Employees After 1990s

Knowledge-based employees after 1990s refer to the incumbent staff who were born in 1990-1999 with a college degree or above.They are different from the traditional society in terms of their concepts,consciousness,and they are the distinctive working groups in the enterprise.Knowledge-based workers after 1990s are different from those of the past 70s and 80s.Due to various factors such as growth environment,social factors,economic factors and political factors,they have the special personality characteristics of this generation.However,its high turnover rate has become the most difficult problem for business managers.Therefore,studying how personality characteristics affect turnover intention has become one of the footholds of this paper.At the same time,while pursuing material satisfaction,people are paying more attention to spiritual and psychological needs with the improvement of the national economy.As an important indicator to measure people’s happiness level,subjective well-being is more and more popular among scholars and enterprises.Therefore,this paper takes the post-90s knowledge workers as the research object,starting from the traditional theoretical perspective of personality characteristics,and combining subjective well-being,putting the two into the same framework,exploring the relationship among personality,subjective well-being and turnover intention about knowledge-based workers after 1990s.This paper uses empirical research methods to study the relationship between personality characteristics,subjective well-being and turnover intention of knowledge-based employees after 1990s.Firstly,this paper constructs a research model among personality characteristics,subjective well-being and turnover intention based on the related theories.Second,the selected scales were revised by drawing on relevant domestic and international paper and the results of interviews and questionnaires.Finally,a formal survey of knowledge-based workers after the 90s was conducted,and a total of 292 valid questionnaires were obtained.And then use SPSS to deal with the data about questionnaire,the methods are as follows:descriptive statistical analysis,one-way ANOVA analysis of variance,correlation analysis and regression analysis.Based on the results of empirical analysis,the management strategy and suggestions for reducing the turnover intention of knowledge-based workers after 1990s are proposed for enterprise human resource managers.The main conclusions of this paper are as follows:(1)The post-90s knowledge-based employees(gender,age,marital state,education,and post level)with different demographic characteristics have significant differences in turnover intentions.(2)The personality characteristics and the turnover intention of the knowledge-based workers after 1990s have a significant impact.(3)The subjective well-being and turnover intention of the knowledge-based workers after 1990s have a significant effect.(4)The personality characteristics and the subjective well-being of the knowledge-based workers after 1990s have a significant impact.(5)Subjective well-being plays a mediating role in personality characteristics and turnover intention.(6)Marital status play a regulatory role between neuroticism and turnover intention.According to the results of empirical research,the author puts forward countermeasures and suggestions for enterprise human resource management practice,such as,respect the personality characteristics of knowledge-based workers after 90s and pay more attention to personnel training,transform management style and promote inclusive culture,implement flexible management and improve paid Vacation system,open up promotion channels and improve employee training system,enrich amateur life and attach importance to infrastructure construction.Only by respecting the individual differences and personality characteristics of knowledge-based staff after 1990s,striving to improve its subjective well-being,can the enterprises reduce the tendency to leave,so as to achieve mutual benefit between enterprises and employees in the true sense.