Research On The Collective Dimission Of Knowledge-based Employees In High-tech Enterprises

Knowledge workers are the new working group formed in the era of knowledge economy.With the advent of the knowledge-based economy,intellectual capital has become the first economic factor for enterprises to create value,and the output of people with high technical knowledge is significantly higher than that of people with low technical knowledge.The richer the knowledge level of knowledge workers is,and the more professional and innovative they are,the greater the dependence of enterprises and organizations on knowledge workers will be.Once the knowledge workers leave the organization,the intangible assets such as the knowledge possessed by the employees will be lost along with their transfer.The collective dimission of knowledge workers is not conducive to the development of enterprises,because it affects the proliferation of enterprise assets and increases the replacement cost of enterprises.Therefore,the effective management of knowledge workers,the owner of enterprise knowledge capital,becomes very necessary,and the maintenance and development of knowledge workers become the focus of enterprise human resource management.Taking the collective dimission of knowledge workers as the research object,this paper discusses the relationship related to collective dimission of knowledge workers from the perspective of organizational equity,organizational atmosphere and the relationship between superior and subordinate,and puts forward management Suggestions accordingly.This paper analyzes from the theoretical and empirical perspectives.In the theoretical part,it reviews the domestic and foreign literature research on organizational fairness,organizational atmosphere,the relationship between superior and subordinate and turnover intention,establishes the relationship model between these three factors and turnover intention,and puts forward the hypothesis.In the empirical part,169 sample data were collected by superior and subordinate pairing and analyzed by SPSS and Process.The following conclusions: 1.Personal turnover intention is negatively correlated with organizational fairness,organizational atmosphere and the relationship between superior and subordinate.In particular,the distributive fairness,procedural fairness and interactive fairness in organizational fairness,the interpersonal relationship and management style in organizational atmosphere,and the obligation,emotion,formal exchange and favor exchange in the relationship between superior and subordinate have significant negative correlation with the dimission intention.2.Follow superior dimission intention is positively correlated with the organizational fairness,organizational atmosphere and the relationship between superior and subordinate.In particular,the distributive fairness in organizational fairness,the organizational hierarchy in organizational atmosphere,the obligation,regular exchange and favor exchange in the relationship between superior and subordinate have significant positive correlation with follow superior dimission intention.3.Organizational atmosphere is taken as the dependent variable,organizational equity and the relationship between superior and subordinate as the mediating variable,which have significant and partial mediating effects with personal turnover intention;and there is a complete mediating effect on follow superior dimission intention.Finally,this paper combines the above conclusions and management practice,puts forward the corresponding management suggestions and summarizes the shortcomings of this paper,and prospects the follow-up research.