Study On The Impact Of Challenge-hindrence Stress On Turnover Intention And Its Mechanism

With the economic development and the deepening of economic globalization,competition between enterprises becomes more intense. Organization managersincreasingly advocating high standards, fast-paced work environment. As a result,employees face increasing pressure. Excessive work stress will not only cause harm tothe physical and mental health of emplloyees, but also can affect employees’ workattitudes and behaviors, even affect their stay intention. Thus, the research on the impactof stresss on turnover intention can promote the stable development of enterprises,which has important theoretical and practical significance.In the review of stress interaction theory, cognitive activation theory of stress, thispaper constructed the model how challenge-hindrance stresss make effect on turnoverintention. Including chanllenge stress, hindrance stress, self-efficacy, goal oritention andturnover intention. The main content of the model is how stress effect employees’turnover intention, and the mediator of self-efficacy and moderator of goal oritention.Among them, goal oritention, including three dimensions: learn goal oritention, provegoal oritention and avoid goal oritention. Our study tested the effects ofchallenge-hindrance stress on turnover intention. Finally, from stress management,self-efficacy maximation and improving organization goal oritention, the study putforward suggestions for organization management.Based on the results, the paper indicates these conclusions. Challenge stress hasinverted U shape effect on turnover intention; followed by hindrance stress has positiveeffect on turnover intention. Self-efficacy can mediate the relationship between stresssand turnover intention. Learning goal oritention positively moderate the relationshipbetween challenge stress and turnover intention, while negatively moderate therelationship between hindrance stress and turnover intention. The more learning goalemployees have, the less turnover intention challenge stress will cause; the moreturnover intention hindrance stress will cause. Prove goal oritention positively moderatethe relationship between challenge stress and turnover intention, while positivelymoderate the relationship between hindrance stress and turnover intention. The moreprove goal employees have, the less turnover intention challenge stress will cause; themore turnover intention hindrance stress will cause. Avoid goal oritention negativelymoderate the relationship between challenge stress and turnover intention, while nomoderating effect on the relationship between hindrance stress and turnover intention.The more avoid goal oritention employees have, the more turnover intention challengestress will cause.Therefore, the enterprise managers should pay attention to employees’ stress management, provide specific guidance and training for employees, maximizeemployees’ self-efficacy, set up the mechanism of rewards and the establishment oflearning exchange group to optimize the organizational goal oriention...