An Empirical Study On The Effect Of Organizational Support On Turnover Intention Of Knowledge Staff Based On The Self-Categorization Theory

Entering the age of knowledge economy,the biggest competition today is not the competition for the market or the competition for resources,but the competition for talent.Most of the intellectual capital of the enterprise is in the hands of its core employees.So,the retention of the core knowledge workers greatly influences the development of the enterprise.However,nowadays,it has become a common social phenomenon and a pressing problem for human resources management that knowledge employees leave the company frequently.The traditional management and incentives do not apply to the special group of knowledge workers.So,it is important to cultivate the loyalty of knowledge workers so that they can achieve self-management and self-discipline in the organization.If the company want to improve the organizational commitment and organizational loyalty of their knowledge staff,thus reducing the tendency of knowledge workers to quit,the most basic thing is to provide the necessary organizational support.Based on previous literatures,this study analyzed the relationship between organizational support and the knowledge employee's turnover intention.Organizational support was divided into three dimensions,work support,interests concern and value identity.And the turnover intention was divided into image transformation,thought of quitting and find a new job.At the same time,the study introduced perceived insider status as mediator and organizational-based self-esteem as moderator.Based on this,I build the theoretical model in this paper and verified that organizational support had negative impact on knowledge employees' turnover intention and the role of perceived insider status and organizational-based self-esteem by empirical research.The data used in this article came from a field questionnaire research,which collected 372 valid data from the concentration distribution and dispersed distribution of questionnaires.And then I used SPSS to do the reliability analysis,homologous variance testing and descriptive statistical analysis.Finally,the study hypotheses of this paper were verified by using hierarchical regression analysisThe results of the empirical research showed that there was a significant negative relationship between organizational support and its three dimensions and the knowledge staff's turnover intention and its three dimensions.Among them,the work support had the most significant negative impact on turnover intention and its three dimensions.At the same time,perceived insider status was a complete mediator between value identity and image transformation,and was a partial mediator in other relationship.And organizational-based self-esteem played a regulatory role,and it enhanced the negative influence the organizational support as well as perceived insider status had on knowledge workers' turnover intention.Finally,based on the analysis and discussion,in view of the enterprise problem that how to reduce the knowledge staff's turnover rate effectively,this paper provided a reasonable strategic advice for the enterprise human resources management practice.I think companies need to realize the importance of organizational support for knowledge workers,improve the necessary organizational support,as far as provide possible support and assistance to subordinate staff,making staff feel the organization's attention on them.In this way,we can effectively prevent and control knowledge workers' turnover intention,and improve the problem of serious loss of knowledge workers.