Research On The Influnce Of Enterprise Employees’ Organization Trust To Turnover Intention

In recent years, the trust has become a hot research subject in the field of organizational behavior research, economics, management, sociology, social psychology, psychology, and received extensive attention of many researchers, in practice many managers have come to realize that trust plays an important role in the enterprise operational mechanism,how to strengthen the employees’trust to the organizational managers and to the whole organization which makes the trust become a power on reducing interpersonal conflicts and improving the work efficiency of the organization is the problem every manager has to consider.This paper summarizes the results of previous studies on the basis of domestic and foreign, and surveys employees under the Chinese cultural context, using questionnaires and statistical analysis to explore the influence effect of the organization trust to the employees’ attitude (employee silence, turnover intention). I mainly use statistical analysis software-SPSS20.0to process and analyze the survey data in the statistical analysis. From the existing theoretical study we can find that the organization trust has a negative impact on employee silence, the employee silence has a negative impact on turnover intention, but this article focuses on two contexts, one context is studying the interact relationships among organization trust, employee silence, and turnover intention, another one is studying the intermediary role employees silent plays in the impact process of the organization trust to turnover intention.In addition, a very important antecedent that staff have a turnover intention and make a turnover behavior is perceived opportunity, if employees feel chances outside the organization are more in themselves, and they have the ability to win, it will strengthen the former employee turnover intention, so exploring the impact of the perceived opportunity to turnover intention and whether it plays a regulatory role between employee silence and turnover intentions is also an important part of this research, I hope to bring a new business guidance and inspiration. Overall, this paper extracts two dimensions in terms of organization trust, which are employee trust in immediate supervisor (Employee Trust in Supervisor, ETS) and employee trust in organization (Employee Trust in Organization, ETO), and selects three dimensions in terms of employee silence, which are acquiescence silence,defensive silence,ignoring silence,and uses empirical research methods,that is a standardized statistical analysis software by survey data of more than130copies questionnaire on the basis of carding and summarizing previous literature to explore the theme of study which is the impact research on organization trust to turnover intention, in the arrangement of the content structure, we can divides it into five parts.The first chapter, introduction, first, introduces the background of the study, then points out on the purpose and significance of this paper on the basis of the study background, moreover, elaborates the research methods and innovations;The second chapter, literature review, mainly explains the theoretical basis of the topic, reviews and sorts out the existing domestic and international concepts, dimensions, and measurement tools of organization trust,employee silence and turnover intention, as well as concepts and measurement tools of perceived opportunity and gives some comments and makes a choice of the concept, dimensions, and measurement tools about variables selected in the study of this article, simultaneously provides a detailed introduction and summary on the relationships among organization trust, employee silence and turnover intention, which have a strong correlation with the topic of this article, and has a simple generalization for the relationgship between perceived opportunity and three variables, which contains organization trust, employee silence, turnover intention, and introducing these elements lays the basis on carrying out further research;The third chapter, part of the study design, a model or architecture and underlying assumptions of this study are proposed, based on the literature review of the second chapter, the chapter explains selected definitions and measurement tools of the variables based on the need of the research, in order to prevent appearing bias about conducting formal research by measurement tools, and make measurement tools become more perfect in the formal investigation, so first, pre-test study is conducted, which means analyse validity and reliability on a small sample of data which are collected; The fourth chapter, the data analysis section, first, explains the process of questionare survey, including objects, channels, time, area of the investigation, quatity of questionare survey and filtering principles for questionares, describes demographic characteristics of the sample, and then processes and analyses sample data by statistical software, including descriptive statistics analysis for each study variable, reliability and validity test of the questionnaire, the control variables difference analysis for each study variable, and conducts correlation and regression analysis among the three variables which are antecedent variable organizational trust, mediating variables employee silence, outcome variable turnover intention, verifies intermediary role of employee silent and regulation role of perception opportunity, finally, summarizes results of hypothesis test;The fifth chapter, conclusions of the study, management practice inspiration and outlook section, mainly describes the results of the analysis and conclusions of the study in the fourth chapter and discusses them, points out inspiration,value and guidance for the management practice in the enterprises, and finally points out the directions of further research by generalizing the deficiencies and limitations of the study.Based on the above research and ideas, the study finds the following conclusions:1,Measures of different demographic variables such as impact of gender, age, marriage of employees to the variables and dimensions contained have a significant difference, and the difference is more complex. Some demographic variables for each study variable and its dimensions have significant differences, and some demographic variables for each study variable and its dimensions do not exist significant differences.2,Verify the two-dimension structure of the organization trust and the three-dimension structure of employee silence under Chinese cultural background, organization trust should include two dimensions,which are employee trust in immediate supervisor (Employee Trust in Supervisor, ETS) and employee trust in organization (Employee Trust in Organization, ETO), employee silence should include three dimensions which are acquiescence silence, defensive silence, ignoring silence.3,From a direct effect point of view, the various dimensions of organization trust and employee silence, and themselves, are significantly related to turnover intention, and have a negative and predictive power or negative impact on employee turnover intention, employee silence and its dimensions significantly associates with turnover intention and have a positive and predictive power or a positive impact.4,From an indirect impact point of view, employee silence partially mediates the relationship of organization trust and turnover intention, on the one hand, organization trust has a direct impact on turnover intention, on the other hand, organization trust has an indirect effect on turnover intention through employee silence.5,This study finds that perceived opportunity does not regulate the relationship employee silence and turnover intention, maybe the cause of inadequate sample data, and it still requires to further explore and analyze the regulation role of perceived opportunity in the future.Based on the above findings, the paper provides some suggestions for enterprise management practice as follows:first, to improve the leader leadership and charm; second, to build corporate culture of trust; Third, to establish a decision-making system of full participation.The innovation of this paper is not only to verify whether employee silence plays an intermediary role in the process of that organization trust affects turnover intention, but also to analysis whether perceived opportunity plays a regulatory role in the process of that employee silence affects turnover intention, which has the certain theoretical value and practical guidance significance.