The Impact Of Psychological Empowerment On The Turnover Intentions Of Post-90s Employees

The era of knowledge economy is an era of intelligence.With the continuous innovation of technology and knowledge,competition is becoming increasingly fierce.To gain and maintain competitiveness,enterprises must strengthen the absorption and utilization of talents,and continue to make innovations and breakthroughs.Most of the post-90s employees have received a good education as newcomers,and they have abundant and rich cultural knowledge and professional skills.They are growing into a new force to promote the development of enterprises.However,the high turnover rate of post-90s employees has caused social concern.In April 2019,the worry-free Human Resources Research Center released a report that as of March 2019,the average turnover rate of fresh graduates in 2018 has reached 24.6%,that is,nearly a quarter of fresh graduates have resigned and left within one year of employment..Frequent departures will not only increase the organizational cost of an enterprise,but also affect its stability and competitiveness.The growth background of post-90s employees determines that they have the characteristics of advocating freedom,pursuing autonomy,and focusing on the realization of life values.This makes post-90s employees pay more attention to job autonomy and whether they can gain a sense of self-efficacy and accomplishment.Therefore,when post-90s employees have a higher perception of psychological empowerment,high-level psychological needs such as self-efficacy will also be met,thereby enhancing organizational commitment and reducing turnover intentions.In order to effectively reduce post-90s employee turnover intentions and help enterprises retain talents,this article will study the mechanism of psychological empowerment on post-90s employees turnover intentions.At the same time,it introduces organizational commitment variables and adjustment focus variables into the model to explore the mediating role and work of organizational commitment.Regulates the adjustment effect of focus.This study will use the theory of empowerment,the theory of social exchange and the focus of adjustment as the theoretical basis,and use correlation and regression analysis to prove the relationship between psychological empowerment,organizational commitment,focus of work adjustment,and post-90s employee turnover intention.To quote the scales that are mature at home and abroad and applicable to this article,the post-90s employees in the three companies in Beijing,Tianjin and Hebei are taken as the research object.Based on a questionnaire survey of 314 post-90s employees,the empirical study has drawn the following conclusions:(1)Psychological authorization has a negative impact on the turnover tendency of post-90s employees.(2)Organizational commitment has a positive impact on post-90s employee turnover intentions.(3)Organizational commitment has a negative effect on post-90s employees ’turnover intentions.Organizational commitments have a mediating role between psychological empowerment and post-90s employees’ turnover intentions.(4)Promote the relationship between negative focus on psychological empowerment and post-90s employee turnover intention,and defensive adjustment focus positively regulate the relationship between psychological empowerment and post-90s employee turnover tendency.Finally,based on the above empirical research conclusions,combined with the current social situation,it provides some suggestions for enterprise management practice.