The Study Of Job Insecurity On The Impact Of New Employees Graduated From University Turnover Intention

Human resource is the most important resource in today's world, Enterprise competition is the talent competition . Only to attract key talent, enerterprise can success in the fierce competition. The new employees graduated form university frequently leave In recent years, enterprise managers should attract and retain talent students as much as possible. But with the increased competition and the various factors of instability,job insecurity, especially negative results that job insecurity leads to become more apparent, the factors of job insecurity are complex. The relationship between turnover intention of new employees graduated form university and job insecurity is now the research focus.Therefore, the research on the impacting mechanism of Job insecurity on turnover intention; thus reduce the turnover intention has important significance.In the review of conservation of resource theory , Field theory and social exchange theory, this paper constructed the model of Job insecurity effects on turnover intention. The core of the model is Job insecurity effects on turnover intention and the moderator of organizational climate. Among them, Job insecurity, including four dimensions: insecurity of job loss,insecurity of job execution,insecurity of payment,insecurity of excessive competition,insecurity of promotion organizational climate includes the five dimensions: support and care,work autonomy structure and rules, respect and recognition, standards and responsibilities ;turnover intention includes only dimension. In addition, the study proposes two main hypotheses and ten sub-hypothesis, and on based of the survey data, it uses the correlation analysis, Analysis of variance ,hierarchical regression analysis and stepwise regression analysis and other methods, to verify the assumptions. Finally, combining some theory and practice, this paper proposes the strategies and recommendations to reduce employee turnover intention respectively, from the terms of enhance organizational climate .According to survey results and data analysis, the following conclusions can be obtained. The composition variable of Job insecurity (that is, insecurity of job lossinsecurity of job execution,insecurity of payment,insecurity of excessive competition,insecurity of promotion) have different effects on the performance: insecurity of job loss is the most relevant relationship with around turnover intention; followed by insecurity of excessive competition and the last insecurity of job execution which have significant relationship with insecurity of promotion; Among three constituent variables of organizational climate, support and care,work autonomy structure and rules, respect and recognition played a regulatory role on Job insecurity and turnover intention, but standards and responsibilities did not play regulatory role.Therefore, enterprises hope to reduce the turnover intention of college students new employees, they must grasp these five Job insecurity variables and to strengthen the construction of organizational climate ,besides, they should keep less Job insecurity of new employees.as much as possible .