Research On The Influence Of Mentoring Behavior On Turnover Intention Of New Generation Employees

Nowadays,more post-90 s new generation employees enter the workplace and send out their unique energy in the organization.They generally have higher knowledge reserve,more publicity and innovation ability,but they are also easier to leave.So the enterprise can not fully tap the potential of these new generation of employees,which is not conducive to the construction of high-level talent echelon,so how to reduce the turnover rate of post-90 s new generation of employees in management practice has gradually attracted people's attention.At the same time,a kind of mentoring behavior between experienced mentors and new generation employees whose working ability needs to be improved is widely used.In the process of experience sharing and exchange between the two sides,it promotes the accumulation of work skills and work experience of the underemployed,so as to enhance the loyalty of new generation employees to the organization.How to promote the effectiveness of mentoring behavior according to the differences among the new generation of employees,and analyze the influence of mentoring behavior on the bad behavior of the new generation of post-90 s employees is the purpose of this study.Through the study of previous literature,this paper divides mentoring behavior into three parts: career guidance,psychological guidance and role model,trying to find out the role of mentoring behavior and its three aspects on the post-90 s turnover intention under the framework of organizational support theory,as well as the intermediary and regulatory role of organizational support and initiative personality.In this paper,343 valid questionnaires were distributed and collected through online experiments.SPSS was used to explore the reliability,validity,common method deviation and correlation of the questionnaires.At last,regression analysis was used to verify the role of mentoring behavior in the post-90s' turnover intention.At the same time,it also verified the transfer of organizational support and the initiative personality of the new generation of employees Regulation.Through the empirical analysis,it can be concluded that the mentoring behavior and its three dimensions can have a negative impact on the turnover intention of the new generation of employees,among which the psychological guidance provided by mentors has the most obvious inhibition effect in the main effect;the sense of organizational support and its three aspects can have a transfer effect between the main effect;the initiative personality of the new generation of employees can play a role Moderating effect,which can enhance the independent tutor guidance behavior and intermediary variables on the post-90 generation of the inhibition of turnoverintention.Finally,this paper provides the following ideas on how to play the positive role of mentoring behavior and inhibit the negative results of post-90 s employees.Enterprises should take the behavior of mentoring to manage the new generation of employees,and strengthen the support to the new generation of employees from many aspects such as work and interests,so as to restrain the turnover tendency of the new generation of employees;for the new generation of employees,they should also give full play to their initiative in work,actively seek ways to communicate with mentors,and promote the effectiveness of mentoring behavior In order to better integrate into the workplace life.