Research On The Influence Of Corporate Employee Social Responsibility On Turnover Intention

With the rapid development of the "Internet +" model,as well as influenced by the economic uncertainty,industrial restructuring and deepening,and the rapid development of new industries and other factors,the overall turnover rate of employees increased year by year.The frequent turnover of employees caused various effects to the enterprise's human resources management,how to manage and reduce employee turnover is an important issue in enterprise human resource management.Based on the perspective of stakeholders,Most of the existing research have studied the impact of corporate social responsibility on employee attitudes and behavior,and shown that corporate social responsibility will affect the employee organizational commitment,job satisfaction,work input and other positive attitude and Behavior,but also can affect the employee deviant behavior,turnover intention,anti-production behavior and other negative attitudes and behavior.So,corporate employee social responsibility------considering the stakeholder of employee,whether it has an impact on job satisfaction and turnover intention? How is its affecting path? Does job satisfaction play an intermediary role in the impact of corporate social responsibility on turnover intention? How is its intermediary role? Does the perceived alternative job opportunity play a regulatory role in the impact of job satisfaction on turnover intention? How is its regulatory role?Under the different perceived alternative job opportunity,What is the effect of the employee social responsibility influence the turnover intention through the job satisfaction ? In view of this,based on the perspective of corporate employee social responsibility,and the existing correlation studies and theoretical research,this paper,using the research data and th rough empirical analysis,will be explore the mechanism of the corporate employee social responsibility on the turnover intention,and examine the intermediary effect of job satisfaction,the regulatory effects of perceived alternative job opportunity,and the combined role of job satisfaction and perceived alternative job opportunity.Help enterprise to grasp the factors that affect the turnover,better fulfill the employee social responsibility,reasonable manage employee turnover.In order to achieve the research objectives,this paper mainly carried out the following research:(1)The theoretical basis of the corporate employee social responsibility impact on the turnover intention.This paper reviews the relevant theoretical basis studies of employee social responsibility,turnover intention,job satisfaction and perceived alternative job opportunity.And divides employee social responsibility into four dimensions: salary and welfare,working environment,working time,training and development.The theoretical model of this paper and put forward the corresponding research hypothesis.(2)The empirical study of the impact of employee social responsibility on turnover intention.First,the preliminary analysis of the collected data,including descriptive statistical analysis,reliability and validity analysis,variance analysis,and correlation analysis between variables.Secondly,testing the hypothesis of this article,including: Through the structural equation model,this paper tested the impact of corporate employee social responsibility on turnover intention,the impact of corporate employee social responsibility on job satisfaction,the intermediary role job satisfaction played between corporate employee social responsibility and turnover intention.Through regression analysis,this paper tested the impact of perceived alternative job opportunity on turnover intention,tested the regulatory role perceived alternative job opportunity played between job satisfaction and turnover intention,and tested the combined role job satisfaction and perceived alternative job opportunity played between corporate employee social responsibility and turnover intention.Through theoretical and empirical analysis,this paper draws the following conclusions:(1)Employee social responsibility has a significant negative impact on turnover intention.For the dimensions of employee social responsibility,the salary and welfare,training and development have a significant negative impact on turnover intention.The working environment and working time have no significant effect on turnover intention.(2)Employee social responsibility has a significantly positive impact on job satisfaction.For the dimensions of employee social responsibility,the salary and welfare,training and development have a significant positive impact on job satisfaction.The working environment and working time have no significant effect on job satisfaction.(3)Job satisfaction has a significant negative impact on turnover intention,and job satisfaction plays a mediating role in the process of employee social responsibility affecting turnover intention,and is a complete intermediary role.From the perspective of corporate social responsibility's dimensions,job satisfaction plays a mediating role between salary and welfare and turnover intention.Job satisfaction has no mediating effect in the process of training and development affecting turnover intention,and there is no mediating effect between job environment and turnover intention,no mediating effect between working time and turnover intention.(4)perceived alternative job opportunity has a significant positive impact on turnover intention,and significantly regulates the impact of job satisfaction on turnover intention.For employees with high perceived alternative job opportunity,job satisfaction has a strong impact on their turnover intention,and vice versa.(5)The intermediary effect job satisfaction played in the process of employee social responsibility affecting turnover intention,is significantly regulated by perceived alternative job opportunity.Higher perceived alternative job opportunity,The more effects corporate employee social responsibility on turnover intention,will be conducted by job satisfaction,and vice versa.Based on the above conclusions,this paper presents the following management implications:(1)Improving the compensation system to provide fair and reasonable salary and welfare.(2)Improving the training and development mechanism to achieve self-development.(3)Paying attention to alternative job opportunities,and improving employee job satisfaction.