A Intervention Study On The Relationship Between Employee’s Job Pressure And Turnover Intention

In recent years, with the development of positive psychology, as a new hot spotbeyond human capital and social capital,"psychological capital" became the focus inthe field of enterprise human resources management and psychology.In view of the current enterprise staffs loss, taking psychological capital as amoderator variable, this research discusses the relationship between job pressure,psychological capital and the turnover intention. By intervening in research at thesame time, makes a research on the psychological capital of employee and turnoverintention. Hoping to make business without any increase in additional staff losses, onthe basis of the employee’s psychological capital development to prevent staff losses,to enhance enterprise’s core competitiveness.Draw lessons from forefathers’ research results, this study randomly selected300subjects using the revised scale to do the survey and explore the employees’psychological capital level in the mechanism of action between work stress andturnover intention, and then according to the result of investigation and research,designed a set of the intervention plan takes the form of random experimental designexperimental control group before and after the test, to test the psychological capitaldevelopment.Through the empirical study, the major conclusions are drawn as follows:1.The employees in Z company bear the great job pressure, having a higherturnover intention.2.There exist differences in the gender, age, marriage, education degree, workingages and the position, which act as the affecting factors in the relationship betweenpsychological pressure, job pressure and turnover intention.3.There is significant positive correlation between employee’s work pressure andturnover intention, and work stress have a certain role in predicting turnoverintention.4.Psychological capital has the adjusting function in the relationship between thework pressure and turnover intention5.Psychological capital has the potential for development, by increasing theemployee’s psychological capital, to a certain extent, alleviate the pressure of theemployee’s work, reduce the employee turnover intention.