Servant Leadership And Employee Turnover Intention Research: And Organizational Trust, Organizational Identification Between Intermediary Effect

The professional knowledge of talents is not only a tool, but also the important resource of enterprise assets. Reflecting the talent advantage, the advantage and disadvantage of the core competitiveness of enterprises. Therefore, retain talent is particularly important. However many enterprises with attractive remuneration package and did not reduce the employee's employment rate. Because it does not take into account the psychological needs of employees. Through on organizational trust, organizational identification and servant leadership and employee turnover intention research, organizational trust can improve enterprise productivity, improve the competitive advantage of enterprises, and organizational identification on human resource performance also greatly affected. Servant leadership will make the organizational cohesion, unity and morale, mutual Help and cooperation, improve the organization and employee turnover intention recognition will be greatly reduced. Therefore, this paper on the servant leadership, organizational trust, organizational identification and turnover intention relationship were studied. And organizational trust, organizational identification between intermediary effect.This study was focused on understanding the relationships between servant leadership, organizational trust, organizational identification, and quit intention as well as using the social exchange theory to explain those relationships.In this study, a questionnaire survey method was used to collect data from a technical company. A total of 374 individual samples were obtained for data analysis in this study. The results showed that servant leadership, organizational trust and organizational identification has a significant impact on quit intention; servant leadership has a positive impact on organizational trust and organizational identification; organizational trust and organizational identification mediates the relationship between servant leadership and quit intentionThe conclusions of this study for practitioners pointed out the ways to retain talent, in addition to meet the salary, but also need to meet the psychological, we must take into account. Through organizational trust, organizational identification and service leadership and employee turnover intention, for the enterprise managers provide abundant theory basis, can the more effective management strategies to retain talent.