The Impact Of Idiosyncratic Deals On Turnover Intention Of Core Employee In Entrepreneurial Enterprises

With the rapid development of the knowledge economy,talents has play more and more important roles in the economy and society,and has gradually become the core competitiveness of contemporary enterprise.In particular,the study about entrepreneurial enterprises has become more and more important in the organizational behavior studies,for the state encourages mass entrepreneurship and innovation.On the other hand,The demand for talents especially the “post-90s” and “post-80s” is also diversified.Therefore,we should pay more attention to this kind of employees’ demands on the research about human resource management.Idiosyncratic deals as a new contemporary management policy has a positive effect on core employee’ retention.Entrepreneurial employees have such characteristics: extroversion,independence,self-awareness,and higher levels of demand.Therefore,they have more demands for acquiring idiosyncratic deals.Previous studies have shown that idiosyncratic deals have a positive impact on employee attitudes and behaviors.However,there is little research on the relationship between idiosyncratic deals and employee retention.Therefore,based on self-determination theory,this research focus on the impact of idiosyncratic deals on employee retention in entrepreneurial enterprises.In the meantime,the research also explores the impact of intermediate mechanisms,namely what role organizational identity,organizational self-esteem,and job control play.The result showed that,for the core employees of entrepreneurial enterprises:(1)Idiosyncratic deals has a negative effect on turnover intention.Meanwhile,developmental i-deals and financial incentives both have a negative effect on turnover intention.However,flexibility i-deals doesn’t have a significant effect.(2)Organizational identification partially mediate the relationship between i-deals and turnover intention.In the meantime,organizational identification partially mediate the relationship between two dimensions of i-deals(developmental i-deals and financial incentives)and turnover intention.(3)Organization-based self-esteem partially mediate the relationship between i-deals and turnover intention.In the meantime,organization-based self-esteem partially mediate the relationship between the two dimensions of i-deals(developmental i-deals and financial incentives)and turnover intention.(4)Job control partially mediate the relationship between i-deals and turnover intention.In the meantime,job control partially mediate the relationship between two dimensions of i-deals(developmental i-deals and financial incentives)andturnover intention.According to the conclusions,we put forward managerial suggestions for entrepreneurial enterprises: First,enterprises should provide personalized training and career development training for core employees.Second,enterprises can use financial incentives to retain core employees.Finally,enterprises should use flexibility i-deals with caution.