| In today’s information age, the progress of science and technology and managementinnovation bring the motivation to change for Human Resource Professionals.However, With thechanges in organizational structure, more and more important role which HR department isplaying in the enterprise, they are facing much role stress result from work,which can produce acrtain amount of turnover intention.In this paper, through studying the research of role stress in the past,the paper get theconclusion:role conflict, the role of fuzzy and role load are vital component of theorganization,which is the factors of turnover intention.This paper, by using the correlationbetween the two, referencing past research results of the role stress and tendency, put forwardwith the hypotheses,which includes H1: HR practitioners of the role stress and turnover intentionin the characteristic variables on the staff there are differences; H2: HR role stress and turnoverintention of employees positively correlated; H3: HR practitioners stress the different roles of therole of different levels of turnover intention, and then construct the model.According to the role of stress and turnover intention of previous survey,this paper designssurvey on role stress and turnover of human resource professionals.the respondents come fromeast, south, southwest and northern regions of china.the number of survey is435. Through themathematical statistics by spss17.0, it validated and improved some of the assumptions in thischapter3, role conflict, role traffic load, role ambiguity and role of quality load, respectively,have a lower impact on turnover intention. And this theoretical model have been improved andperfected.Finally, this study, making use of conclusion, puts forward a series of Managementrecommendations to reduce the role of HR professionals turnover intention, and than points outthe limitations of this paper,and gives the prospect of the research on this topic. |
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