Research On The Relationship Between Psychological Capital,Job Performance And Turnover Intention Of New Generation Employees

The new generation of employees grow up in the environment of rapid economic development,fierce competition,diverse values and multi-channels of cultural communication.The unique growth environment has created characteristics such as unstable mental state,poor adjustment ability,and significant self-awareness.The special psychological condition of the new generation of employees will affect their own and organizational development.How to effectively manage the psychological capital of the new generation of employees has become an urgent problem for modern human resource management.This study is based on the theory of social exchange and the theory of resource conservation.Discuss the relationship between the psychological capital of new generation employees and job performance and turnover intention.and research hypotheses and research models are proposed.Based on the survey data of 330 new generation employees,the SPSS software was used to analyze the data and hypothesis test.The conclusions reached are as follows:(1)The psychological capital,job performance and turnover intention of the new generation of employees have different degrees of difference in age,education,working years and position level.(2)The psychological capital of the new generation of employees has a significant negative impact on the turnover intention.Hope,resilience,and optimism have a significant negative impact on turnover intentions,and self-efficacy has no significant impact on turnover intentions.(3)The psychological capital of the new generation of employees has a significant positive impact on job performance.Among them,psychological capital has a significant positive impact on task performance.Hope,resilience and optimism have a significant positive impact on task performance,and self-efficacy has no significant impact on task performance.Psychological capital has a significant positive impact on relationship performance,resilience and optimism have a significant positive impact on relationship performance,and self-efficacy and hope have no significant impact on relationship performance.(5)The performance of the new generation of employees has a partial mediating effect between psychological capital and turnover intention.Among them,task performance and relationship performance have a partial mediating effect on the relationship between psychological capital and turnover intention.According to the results of empirical analysis,Based on the perspective of psychological capital,this study proposes career development recommendations for new generation employees,and also provides recommendations for efficient management of new generation employees.To improve the professional quality of the new generation of employees,Improve the efficiency of the new generation of employees,reduce the turnover rate of the new generation of employees,so as to achieve a win-win situation for the new generation of employees and enterprises.