Research On Influence Of New Employees' Psychological Capital On Turnover Intention

With increasingly fierce competition and the rapid development of information technology, how to get competitive advantage to promote enterprise sustainable development becomes an important issue today. In this background, positive organizational behavior gradually rises and greatly draws people's attention to psychological capital, which is deemed as an important source of competitive advantage. Scholars have made lots of significant researches about psychological capital that mainly focuse on the direct effect on outcome variables, but in-depth study on indirect effect is very inadequate. Moreover, current research samples which were selected by scholars were mainly confined to a certain trade, and other groups were often neglected. Therefore, based on Chinese social background, this study selects new employees as research samples to explore the influence mechanism of psychological capital on turnover intention, and provides some management suggestions.Based on relevant theoretic anlysis and literature review of psychological capital,perceived insider status and turnover intention, this paper makes preparation for follow mechanism analysis and model building; focuses on the influence mechanism of psychological capital on turnover intention, particularly the mediating role of perceived insider status; proposes research hypotheses and constructs a theoretical model in order to explain and predict the relationship between psychological capital and turnover intention. Then, this study makes an empirical research on the relationship between new employees' psychological capital and turnover intention.Through statistical analysis methods, such as descriptive statistical analysis,exploratory factor analysis, reliability and validity analysis, variance analysis,correlation analysis, regression analysis, Sobel test, the scale and research hypotheses have been examined.The empirical results show that: each scale has good degree of reliability and validity; psychological capital(including its four dimensions) has a significant negative effect on turnover intention, but a significant positive effect on perceived insider status; psychological capital as a core construct can better predict the negative relationship with turnover intention; perceived insider status has a significant negative effect on turnover intention; furthermore, perceived insider status fully mediates the influence of psychological capital(including self-efficacy, resilience, optimism) onturnover intention and partially mediates the influence of hope on turnover intention.Based on the theoretical and empirical analysis, this study provides some suggestions to guide employees' growth and human resource management.