The Influence Of Post-90s Employees' Sense Of Organizational Support On Employee Mobility And Countermeasures

With the continuous development and progress of Chinese society,the socialist economy and system is becoming more and more mature.The life demands and values of contemporary youth have also changed.The mainstream of managers in modern enterprises are mostly the post-90s generation,which further proves the indispensable status of post-90s employees in the development of economy and society.Ignoring the psychological problems of both the organization itself and employees,the loss of employees,especially post-90s generation,has caused growth of cost and brain drain problems for enterprises.Facing the phenomenon of frequent job dimission of post-90s employees,how to grasp the mental change of post-90s employees is the top priority of enterprise management to help enterprises retain talents.The paper aims to explore the impact of organizational attitude on employee psychology and try to find out whether post-90s employees' perception of organizational support is closely related to their resignation intention.Besides,the paper want to figure out what role the psychological capital of employees plays in organizational attitude and employee turnover.This study goes beyond the stereotype that the frequent "job-hopping" of post-90s employees is due to their unrestricted personality.Starting from employee turnover of post-90s employees,this study explores the relationship among post-90s employee mobility,organizational support and psychological capital.On the basis of existing researches,the paper first expounds the background,purpose and significance of the research problem.Secondly,the paper summarizes concepts,dimensions and theoretical basis of post-90s employees,organizational support,employee mobility and psychological capital.Then,according to the literature review,the paper put forward research hypotheses and theoretical models.The psychological capital is regarded as the mediating variable between the perception of organizational support and employee flow,and the interaction and influence between the sense of organizational support,employee mobility and psychological capital are explored.Finally,the data analysis is carried out to obtain the research results,and the future research direction is prospected and countermeasures and suggestions are made.Based on the research and exploration,the questionnaire was distributed through the network,and the samples were collected from employees born in the 1990s in more than 30 provinces and cities in China.418 valid samples were collected.Based on literature review,research hypothesis and data analysis,the following conclusions are drawn in this study:the post-90s employees' sense of organizational support and its three dimensions are significantly negatively correlated with employee mobility;The psychological capital of post-90s employees is negatively correlated with employee mobility,among which,optimism and resilience are negatively correlated with employee mobility.The post-90s employees' sense of organizational support and its three dimensions are positively correlated with psychological capital.Psychological capital plays an intermediary role in the relationship between organizational support and employee mobility.In the mean time,there are significant differences between the post-90s generation and the three variables including gender,age,working years and enterprise nature.