Research On The Effect Of Perceived Organizational Support On The Knowledge Workers’ Turnover Intention Based On Organizational Identification

With the development of the knowledge-based economy, knowledge workers are becoming a key element of the organization to create and maintain the core competitiveness, and the turnover of knowledge workers is likely to make the organization face the inestimable loss, even related to the survival of the organization. The traditional economic contract-based management has been unable to meet the new characteristics of the knowledge workers, for this reason, the research of organizational behavior and employee-organization relationship based on the social-exchange theory is a common trend in the academic fields of organizational behavior and human resource management. However, the domestic quantitative research of turnover intention which is based on perceived organizational support is still relatively inadequate, and the role of organizational identification in this process has not been investigated.Starting from the perspective of social-exchange theory, this study explores the mechanism of the specific impact of perceived organizational support and organizational identification on turnover intention of knowledge workers, and finally forms the research model. Through the survey of190knowledge workers, this study uses correlation analysis and multiple linear regression analysis to test the hypothetical model.The results of empirical analysis support the research model suggested by this study, which generates the following conclusions:perceived organizational support can have an impact on the turnover intention of knowledge workers through the two dimensions of organizational commitment-affective commitment and normative commitment. The effects of perceived organizational support on affective commitment and normative commitment are all moderated by organizational identification. The conclusions of the whole study are applied to the strategy of knowledge workers’ retention.