Study On The Relationship Between Self-efficacy,Employability And Turnover Intention Of Post-90s Employees:Moderating Effect Of Perceived Organizational Support

After the Reform and Opening Up in the mid-late 20 th century,Chinese economy has achieved tremendous growth,amazed the world and attracted their attention.The post-90 s employee in China are affected by the ever-changing growth environment,so they have different personality characteristics from those of other generations,which is,low stress resistance,strong self-awareness,and lack of team spirit.Such characteristics may have caused the high turnover rate phenomenon among post-90 s employees.Long-term persistent high turnover may incur substantial losses to the organization.Therefore,organizations need to consider how to effectively control the turnover rate and turnover intention of post-90 s employees.This paper proposes research hypotheses for post-90 s employees,conducts empirical research to determine the relationship between self-efficacy and turnover intention,tests the mediating effect of employability and the moderating effect of perceived organizational support,and verifies the significance of the hypotheses.Therefore,we collected 375 of valid samples through questionnaire survey,and used SPSS23.0 and AMOS26.0 programs to conduct statistical analysis on the collected data.This study draws the following conclusions via empirical analysis.(1)Demographic variables of post-90 s employees have various effects on their self-efficacy,employability,turnover intention and perceived organizational support;(2)The self-efficacy of post-90 s employees directly and negatively influences turnover intention;(3)The post-90 s employees’ internal employability significantly mediates the relationship between self-efficacy and turnover intention,while the external employability dose not have a significant mediating effect;(4)The post-90 s employees’ perceived organizational support negatively moderates the mediating effect of internal employability between self-efficacy and turnover intention.And based on the results of empirical study,this paper proposes managemet suggestions.First,to provide work and career support for post-90 s employees to help them develop themselves at work.Second,to provide psychological and spiritual support for the post-90 s employees,such as recognizing the value and contribution of employees.Third,provide material and welfare support for the post-90 s employees,such as sincerely caring about their interests.