A Study On Relationships Among Job Stress,Job Satisfaction And Turnover Intention About Knowledge Type Employee

With the gradually approaching era of knowledge economy, international and domestic's competition is gradually intensified,small and medium-sized private enterprises(SMES) are facing a new great challenge. However, at present, the development of SMEs in China's overall situation remains bleak, the life cycle of private enterprises is very short. According to Chinese Academy of Social Sciences, "China's private enterprises'survey report in 1978-1998 shows that from the beginning of reform and opening up, the enterprises which can survive in the total number of private enterprises account for only 20 percent to 30 percent. Private enterprises, the average life expectancy was only 3-5 years. Since the 1990s ,the collapse of a giant aiduo landslides, dragon slump, the decline of the three, as well as many other small and medium-sized private enterprises from brilliant to declined rapidly .But it ewan sigh. Although it led to the failure of SMEs operating a number of factors, but one so important aspect was a serious brain drain, especially the knowledge workers, led to the development of insufficient stamina, and the overall situation was not so strong. According to statistics, the small and medium-sized private enterprises in the ordinary employee turnover rate was as high as 50 percent of the middle and senior management, and technical personnel every year ,there were 20 percent of people had switched intention, and experts concerned should be the normal turnover rate of 15percent. At the same time, owners of small and medium private enterprises, labor cost advantages to maximize the use, but from the point of view of employees, they lost their protected rights. Most small and medium-sized private enterprises are poor in working environment, super-strength and overtime working, serious punishment, the low level of wages, social insurance workers……these imperfections are a direct result of the increased pressure on staff. Tremendous work pressure will cause staff the psychological, physiological and behavioral response to a series of anomalies, which are not satisfied with the work of the enhanced sense of special attention.Job satisfaction organizations are an early warning indicator. With the staff and the mental health service tend to have a closer relationship, Zhongkeda Yuan sheng in 2002, "An Empirical Study of Employee Satisfaction"which in the adoption of a single overall assessment of the 22 enterprises conducted a questionnaire survey and individual interviews, personal factors related to employee satisfaction, and job factors, enterprises Classification of the factors that the results of the study focuses on what factors affect employee satisfaction. Study, age, level with the employee age is the most closely related to individual factors, jobs, stress level. Staff knowledge, technology and the work of the match, the work of the staff of the learning opportunities and autonomy, challenge, leadership style with colleagues and social significance of the cognitive and employee satisfaction is closely related to the work of factors, enterprise development prospects are an important factors on employee satisfaction enterprises.Scholars on the job satisfaction of qualitative and quantitative research were more relatively speaking on enterprise employee job satisfaction and separation tendency of the relations between the two little empirical research. Zhang Mian (2001) took a sample of high-tech employees, the population variables, job satisfaction, and the relationship between the loss of intent empirical studies , which showed job satisfaction on the employee turnover tendency was a significant negative correlation relationship.Shen ,s new (2005) survey by 163 staff shows that the job satisfaction of the structure and features, as well as job satisfaction will leave the relationship between cognitive work and others.Through the analysis of satisfaction with the role of service will significantly come to the conclusion:Job satisfaction is affected by employees who will leave an important factor. Job satisfaction and staff on the loss of most of the main qualitative or empirical study of the two related researches are not much more imporant. Domestic research mainly concentrated in staff satisfaction and performance, satisfaction and motivation, satisfaction with the relations between variables such as salary and so on.Therefore,it is important to study the relationship among the staff work pressure,job satisfaction and turnover intention, for small and medium-sized private enterprises from the perspective of human resource management.And it is to help employees effectively deal with and reduce stress, reduce employee turnover rate, so as to promote the development of critical organizations.Under such a background, knowledge-based staff of the SMES work in pressure and job satisfaction resignation as a study on the tendency has a very important practical significance. The purpose of this paper is to identify the impact of the knowledge-based small and medium-sized private enterprises and employee satisfaction levels tend to leave the key variables, the corresponding measures is to improve the satisfaction of lower turnover rate. Research results for a knowledge-based SMEs will solve the problem of staff turnover and provide some guidance to SMEs, in order to improve its human resources'management, reduce work pressure , mobilize the enthusiasm of the staff, stable workforce, improve staff knowledge on enterprise development.Based on China's small and medium-sized enterprises in the knowledge-based staff, we study subjects in the literature reviewed and implement in the form of a questionnaire survey which carried out on selected sample of 320 copies of these enterprises in the knowledge-based staff work pressure job satisfaction, which tend to leave the relationship between the three , and drew the following conclusions:(1) At present, China's SMEs in a knowledge-based employees work pressure are mainly in the following aspects: the pressure of the work itself, the role of cognitive pressure, work background and atmosphere pressure, organizational pressure, interpersonal stress, pressure and their own career development pressure ,which are seven aspects.(2) Gender, age, work experience and work duties in the knowledge-based SMEs have partly individual differences among job stress,job satisfaction and turnover intention.(3) Job stress has a significant negative impact on job satisfaction.(4) Job stress and job satisfaction have a certain prediction to turnover intention in the knowledge-based SMEs employees.In sum, this study provided a better basis for the theory and practice in knowledge-based enterprises,and it has a good theoretical and practical significance to strengthen the management staff,improve employees'satisfaction,lower turnover rate about a knowledge-based workforce enthusiasm of the staff.