The Research On The Relationship Of Employee Relations And The 80’s Knowledge Employers’Turnover Intention

The 80’s are a special group in China. They were born under the background of the national policy of family planning, many of them are the only one child in the family. They have everything wanted, have higher requirements for the quality of life and mental experience. Also the background of reform and opening up offers them more open minds, they do not constrained to the work of the "iron rice bowl", they values themselves more, they pursue not only for the material and wealth, but also for spiritual satisfied. If they don’t like the circumstance they choose to leave. They have a higher turnover rate. In today’s era, the knowledge capital becomes the first and the most important element of enterprise to create value. Knowledge workers become the core human resources. Considering the character of the after 80’s, finding the needs of them define the relationship of turnover intention and employee relationship can helps the enterprise to keep a stable environment. Retain valuable knowledge workers in the enterprise, create a harmonious working environment, make devote to a better benefit.Learning through the research of the literature at home and abroad, it can be seen that research of the after 80’s knowledge-based employees in the past is still rare. The past research focused on the reasons and influence of departure, they rarely study on the relations of the turnover intention and relationships of the workers. Rarely study focused on the relationship between the employee relations and turnover intention, and links between the employee relations and perceived organizational support is also being ignored. Combining with the features of the after 80’s knowledge-type employees, we focus on the turnover of the after 80’s, study the effect of flexible factors in working environment, selected perceived organizational support as intermediary variables, making the variables quantitative. Taking employee relationship as independent variables, discuss the relationship among the three variables. To make more correct predict of the turnover intention of the after 80’s knowledge-type employees, and find effective measures to manage employees.After designed the research model, we design the questionnaire. Combing the result of others and the need of this study, we redesign the questionnaire. Then the empirical study results show that: there is a negative linear correlation relationship between employee relations and turnover intention, the dimensions of perceived organizational support play a mediating role between employee relations and turnover intention, among them, sense of unit support and working partners support play complete mediation effect, sense of family responsibility support plays partial intermediary effect. It proved that there is a clear correlation between the flexible organization environment and the staff’s psychological perception and the turnover intention. The enterprise can keep a stable staff through improve the environment and cares the employees more.According to the results of this study, we make suggestions for the enterprise and the employees. The enterprise should pay more attention to the employee’s emotion state, strengthen the employee relations, providing much more support for the staff, manage the departure, decrease the adverse consequence. The employees should learn to adapt to the environment, put more attention on self-improving, learn more communication skills.