A Study On The Influence Of Compulsory Citizenship Behavior Of Building Construction Enterprises On The Tendency Of New Generation Employees To Leave

As the new generation of employees,represented by the "90s",becomes the main force in the workplace,its distinctive generational characteristics lead to many challenges in corporate management mode and human resource management.Compared with the older generation,the new generation employees pursue a sense of work-life balance and generally put their own interests in the first place.However,the current sloppy management model of some building construction enterprises and the widespread existence of high-intensity compulsory organizational citizenship behaviors have broken the work-life balance of the new generation of employees.Due to the resistance and rejection of high-intensity work outside their duties,a large number of new generation employees have left their jobs in flash resignation and naked resignation,which greatly affects the stability of the workforce,and how to retain new generation employees has become the focus of daily management in construction enterprises.Therefore,the thesis takes the new generation of employees in construction enterprises as the research object,and explores the influence of mandatory organizational citizenship behavior on the tendency of new generation employees to leave,which is of great practical and theoretical significance for enterprises to improve human resource management,reduce the departure rate of new generation employees and improve job satisfaction.The dissertation follows the research paradigm of "basic research-theoretical research-empirical research",based on resource conservation theory and social exchange theory,and uses literature analysis,questionnaire survey,survey interview and mathematical statistics to study the influence of mandatory organizational citizenship behavior on new generation employees’ tendency to leave,in order to reveal the influence of mandatory organizational citizenship behavior,new generation employees’ tendency to leave.The study aims to reveal the internal logical relationship between mandatory organizational citizenship behavior,new generation employees’ tendency to leave,job satisfaction and leader-member exchange,and provide theoretical and methodological guidance for human resource development and management of construction enterprises.Firstly,through literature review and research,it is found that the influence mechanism of mandatory organizational citizenship behavior on turnover tendency is complex,and the problem of turnover of new generation employees in construction enterprises is more prominent,and there is still a large gap in the research on the influence relationship between the two.Secondly,the thesis constructs a theoretical model with mandatory organizational citizenship behavior as the independent variable and new generation employees’ tendency to leave as the dependent variable,and introduces job satisfaction and leader-member exchange as the mediating and moderating variables respectively.Again,295 valid questionnaires were collected by the questionnaire method with the new generation employees of building construction enterprises as the respondents,and the data were subjected to descriptive statistical analysis,reliability validity analysis,analysis of variance,correlation analysis,common variance test and regression analysis by using SPSS25 and AMOS23 statistical software to verify the research hypotheses.The study concluded the following: mandatory citizenship behavior is significantly and positively related to the turnover tendency of new generation employees;mandatory organizational citizenship behavior is significantly and negatively related to job satisfaction;job satisfaction is significantly and negatively related to the turnover tendency of new generation employees;job satisfaction plays a partially mediating role between mandatory organizational citizenship behavior and turnover tendency of new generation employees;leader-member exchange plays a significant role in the Leadership membership exchange plays a moderating role between mandatory organizational citizenship behavior and turnover tendency of new generation employees.Finally,based on the results of the study,targeted countermeasures and suggestions are proposed in four aspects,including paying attention to the negative effects of mandatory organizational citizenship behavior and taking measures to improve employees’ job satisfaction,in order to reduce the influence of mandatory organizational citizenship behavior on the turnover tendency of new generation employees.