A Research Of Psychological Mechanism Of Voluntary Turnover Of Chinese New Generation Knowledgeable Employees

New generation knowledgeable employees are independent people who are born after 1980s and having known-how and professional knowledge.Chinese new generation knowledgeable employees entered into workplace and have become core human resource.However,their voluntary turnover is general and frequent.Why do they choose voluntary turnover?How do managing leaders lead they reduce voluntary turnover?There are no deep researches on these questions.This research builds a theoretical model of "expectation-emotion-attitude-action" to explain the deep psychological attributions of voluntary turnover of Chinese new generation knowledgeable employees and its mechanism of action based on thirty in-depth interviews and grounded theory.We apply cognitive dissonance theory,cognitive theory of emotion and multi-attribute attitude theoryto explain the mechanism.To be specific,after continuous comparison of the actual working situations and their self significant others' working expectations,they will have positive or negative emotions,and these emotions will influence their working attitudes,then they will leave organizations.Significant others(e.g.family)and reference group deeply influence the above process in Chinese context.Qualitative research find out that Chinese new generation knowledgeable employees pay more attention to their career and profession development relative to commitment to organizations.Some situational variables(e.g.justice climate,supportive climate,interpersonal relationship climate)will influence the relationship of Chinese new generation knowledgeable employee unmet expectations and their turnover intentions.Then,combined with the above qualitative research results,we summarize the mechanism of influences of Chinese new generation knowledgeable employee unmet expectations on their turnover intentions,and conduct empirical tests with questionnaires.After we control for job satisfaction and organizational commitment,mediation analysis find out Chinese new generation knowledgeable employee positive emotions would mediate the relationship between their unmet expectations and career commitment.Career commitment would positively influence turnover intentions.After we control for job satisfaction and organizational commitment,mediation analysis also find out Chinese new generation knowledgeable employee negative emotions would mediate the relationship between their unmet expectations and career commitment.Career commitment would positively influence turnover intentions.After we control for job satisfaction and organizational commitment,mediation analysis find out Chinese new generation knowledgeable employee negative emotions would mediate the relationship between their unmet expectations and professional commitment.Professional commitment would positively influence turnover intentions.Procedural justice climate,leadership justice climate,supportive climate,interpersonal relationship climate,free climate and work meaning climate would negatively moderate the relationship of Chinese new generation knowledgeable employee unmet expectations and their turnover intentions.Based on the combination of qualitative research and quantitative research,the research shows the picture of psychological attribution mechanism of Chinese new generation knowledgeable employee turnover in Chinese culture and organization context.We explore a new perspective on employee turnover based on self-discrepancy theory,affective events theory and theory of planned behavior,and analyze unmet expectations,positive/negative emotions,career commitment,professional commitment into employee turnover frame.We also discuss the moderation effect of organizational climate on the influences of Chinese new generation knowledgeable employee unmet expectations and their turnover intentions.The exploratory research of voluntary turnover of Chinese new generation knowledgeable employees under China organizational background will contribute for the development of employee voluntary turnover and management practices.