Research On The Influence Of New Generation Employees' Personality Traits On Turnover Intention

With the rapid development of China's economy,the new generation staff has gradually become a solid force for enterprise development.However,the phenomenon of resignation of the new generation staff is frequent,which not only negatively affects themselves but also seriously restricts the developmen t of the organization.Therefore,how to effectively manage its turnover intention has become an important issue that the academic and business circles need to solve.In this context,the mainstream labor group in the new generation of manufacturing industry is taken as the research object,and the relationship between personality traits and turnover intention is analyzed to further verify the relevant research results.First of all,the related literature was studied and its main content was analyzed and summarized.In the process of reviewing the literature,it is found that the existing research process of turnover intention mostly focuses on single factors such as individual factors,organizational factors and environmental factors,and combines personality traits with organizational factors and environmental factors to affect the separation.There are not many studies of willingness,and the conclusions based on actual research are also slightly different.Thus,based on the three theories of Personality Traits Theory,Social Exchange Theory and Resource Conservation Theory,this study adopts methods such as literature research,questionnaire survey and statistical analysis.The internal and external control personality traits,job burnout,turnover intention,and leadership subordinate exchanges are taken as research variables,and their theoretical models are constructed to study the interaction between variables in the Chinese environment.Based on the questionnaire of 266 new-generation staff in the manufacturing industry,the data was analyzed and hypothesized by SPSS19.0,and the following conclusions were drawn: Personality traits have a significant negative impact on job burnout and turnover intention,that is,the more people's personality traits ten d to internal control,the lower the job burnout and the lower the willingness to leave.In the relationship between personality traits and turnover intentions,the addition of job burnout weakens the negative impact of personality traits on turnover inten tions and plays an incomplete intermediary role.The hierarchical regression analysis is used to test the regulating role of leadership subordinate exchange in personality traits and turnover intention pathway..The results show that the leadership subordin ate exchange can effectively regulate the relationship between employee burnout and turnover intention,and it is negative adjustment,but there was no significant regulating effect between personality traits and job burnout of employees.Based on the above conclusions,advising companies to attach importance to personality evaluation,difference incentive,leaders should strengthen communication,and proposing suggestions for cultivating good psychological quality,striving to improve individual ability and rationally allocating time,in order to provide useful references for preventing job burnout and improving turnover intention.