The Moderation Of Psychological Capital In The Relationship Between Organizational Career Management And Turnover Intention

As we all know, competition for talent has become the most important topic for today's organization. It has been proved both in theory and practice field that talents'turnover will exert negative impact on organizations. Since the limitation in job promotion with the trend of organization flattening, a lot of enterprises put the Organizational Career Management on their top agenda. In addition, more and more theorists and practitioners began to focus on how to maximize the employees'potential, which makes Psychological Capital come into being. Currently people believe that there are some moderators which influence the relationship between Organizational Career Management and Turnover Intention. This thesis is aimed to explore the moderation of Psychological Capital in the relationship between Organizational Career Management and Turnover Intention, which makes significance on both theory and practice aspects.This thesis mainly takes employees from IT enterprises in Hangzhou as samples. The research of the moderation of Psychological Capital in the relationship between Organizational Career Management and Turnover Intention is based on empirical study, with data collected by handing out a questionnaire. The main conclusions of this thesis are as follows:(1) We have to take different training strategies for different educated groups in order to reduce turnover rate. This study found that the low-educated group's turnover will be reduced via training while the high-educated group's will be raised. Depth interviews show that training enhances the cohesion and reduces turnover for the low-educated group due to lack of knowledge; however, it will exert adverse effect on the high-educated group because they've already known the training materials. Thus, this study proposes to provide different training package to different groups. That is, to strengthen training for low-educated group while to setup pertinent training programs for high-educated group by analyzing their needs. In addition, it is not possible to reduce high-educated group's turnover through training.(2) Unfair promotion is the main turnover reason for staffs in technical field because their performance is not easy to measure. For technical staffs, turnover will be reduced by improving the optimism level while for marketing staffs the effect is not that good. This study thinks that for technical staffs, technology related job stress is the leading turnover reason and increasing optimism is the effective way to reduce it; while for marketing stuffs, they are confident in finding a new job which makes the turnover rate in a high level. So, the suggestion is to create a fair promotion environment for technical staffs and improve their optimism, meanwhile to make organizational commitment education to marketing staffs.(3) The state-owned and private-owned enterprises are week in career path development, organizational career management and communication which lead to the high turnover rate. So these enterprises should focus on these parts. For foreign-funded enterprises and joint ventures, this is not an effective way to reduce turnover rate.(4) The psychological capital exerts significant influence on turnover, and it help to improve turnover management from the psychological capital's perspective.The shortcomings of this study are: the data of the questionnaire is based on self-assessment and may lead to distortion; the sample span is not big enough and the distribution is not very ideal; other variables are not considered into account in this study.