Research On The Relationship Between Organizational Psychological Ownership And Turnover Intention Of Knowledge Worker

The concept of psychological ownership was from the ESOP research.It supplied a good explanation for the doubts in the study of formal ownership.In recent years, a growing number of scholars did research around the concept of psychological ownership. Although the theory of organizational psychological ownership is not perfect, the theoretical literature and the results of empirical research showed that the organizational psychological ownership had significant positive correlation with employee attitudes, Organizational commitment, job satisfaction and it could give better explanation for workers'behavior. Psychological ownership becomes the frontier theory of organizational study.Turnover intention of employee is always a hot issue in academic research and business practice. Especially knowledge workers, as important elements in competition among enterprises, knowledge utilization and value-added, the rational allocation of resources, have different ways of working and their personality and needs are very different. How to reduce the loss of knowledge workers and increase their loyalty to enterprise is a big problem in management. The problem of employees'turnover intention as a complex mental process is can not be simply effectively controlled by taking a measure. The theory of psychological ownership provides a good perspective for explaining the psychological changes in employees' turnover decisions.This paper focuse on organizational psychological ownership and aims to explore the relationship between organizational psychological ownership and turnover intention and the intermediary role of organizational commitment. Firstly, based on the researches before,this paper find out the hypothetical model of the relationship between the organizational psychological ownership, organizational commitment and turnover intention. Then,the author distributed some valid questionnaire to subjects samples from companies and then had these questionnaire to be project analysised, exploratory factor analysised, and reliabilityd analysised, in order to test this questionnaire.Lastly,the author distributed 203 valid questionnaires for an offieial investigation and research,and had the data to be descriptive statistical analysised,difference analysised,correlationan alysised and regression analysised using SPSS 16.0. The results are as follows: (1) The content of the organizational psychological ownership of knowledge workers consists of four dimensions:Self-efficacy, Accountability, Belongingness, Self-identity.(2)Different demographic variables of knowledge workers and their various dimensions of organizational psychological ownership are different.In which different work hours,the nature of different enterprises.different duty levels,knowledge workers have significant differences in organizational psychological ownership.(3)The organizational psychological ownership and turnover intention of knowledge workers is significant negative correlation. Self-efficacy, Belongingness, Self-identity of knowledge workers are significantly negatively correlated with turnover intention.(4)The organizational psychological ownership and organizational commitment of knowledge workers is significant positive correlation.(5)Organizational commitment can be a mediator variable in the impact of the organizational psychological ownership on the turnover intention.At the end this study, the author raised some management proposals of improving the knowledge workers'organizational psychological ownership.