Research On The Influence Of Dvelopmental Human Resources Management Practices On Tunover Intention

With the continuous development of the market economy,the Chinese enterprises in the human resources management model from the "high security and low liquidity" state continue to "low security and high liquidity " state change.With the advent of "Internet +" era,the rapid rise of things such as Internet of things,cloud computing,large data,mobile Internet and other new generation of information technology,knowledge-intensive IT industry employees bearing the core knowledge and expertise,affecting the enterprise core competitiveness,so the IT industry growing demand for knowledge workers.Inconsistent with the realistic situation is serious,because the IT industry stronger work pressure,faster pace of work and knowledge workers for more development space and high expectations,more and more practitioners choose to leave the IT industry,the IT industry has become one of the highest employee job-hopping industry in our country.The core staff of the active separation may not only leak business secrets,but also lead enterprises to bear the high cost of human resources and replacement costs,thus affect the economic performance of enterprises or even normal business development.Forced to the high-speed loss of knowledge workers,IT companies look forward to the development of leveraged to stimulate these key talent,including to meet the needs of staff career development,to strengthen staff training investment and the core staff salary resources tilt and other aspects of measures This make the IT industry facing dilemma: on the one hand,enterprises as the knowledge member input career development to meet the deep demand,employees can motivate staff retention behavior;the other hand,the enterprise’s investment in staff development enhance the staff in the Labor market competitive,but to improve the staff mobility and turnover rate.In the face of the practical problems of human resource management practice,the theoretical circles have also discussed the influence of career development,performance evaluation,skills training and so on.However,the existing research often ignores the perception of employees from the organizational level,and can not fully explain the mechanism of action.Therefore,in the important period of China’s economic transformation,IT companies how to invest in staff development,investment is worth,to strengthen investment will not reduce the turnover rate,whether the degree of investment and improve the turnover rate must be linked to discuss these issues have a certain reality significance.On the one hand,from the individual level of employees,to build employees to perceive the model between the developmental human resource management practices and employee turnover tendencies,introduce the organizational identity as a mediating role,which can enrich the developmental human resources management practices and turnover theoretical research and model construction;on the other hand,this is conducive to dispel the development of enterprises in the investment and employee turnover concerns,make enterprises avoid blind investment in stuff into little effect.Based on the extensive study of the relevant literature,this paper combs the theoretical basis of the developmental human resource management practice,organizational identity and turnover tendency,constructs the theoretical model and research hypothesis.Through questionnaire,collecting data,from the individual level of employees,empirical analysis of the staff perceived developmental human resources management practices and the dimensions of the relationship between employee turnover intention.In order to explore the mechanism of interaction between variables,we introduce organizational identity as mediator variable.Finally,according to the empirical results,we summarize the conclusion and effectively reduce the IT industry employees turnover intention to provide effective management advice.Through the questionnaire survey of the IT industry knowledge workers in the Yangtze River Delta region(Shanghai and Jiangsu and Zhejiang provinces),182 valid questionnaires were collected and analyzed by SPSS22.0 statistical software for reliability,validity and correlation,using AMOS21.0 to construct the structural equation model,the empirical analysis of large sample data,verify the hypothesis and modify the theoretical model.The results show that,first,the staff perceived developmental human resource management practices have a significant negative impact on employee turnover intention,and their three dimensions of career development,training opportunities,performance evaluation and feedback have different degrees of employee turnover negative impact.Second,the staff-perceived developmental human resource management practices have a significant positive impact on the organizational identity of employees.The three dimensions of career development,training opportunities,performance evaluation and feedback have different degrees of positive impact on organizational identity.Thirdly,the organizational identity plays a part of mediating between the developmental human resource management practice and the turnover intention,among which the two dimensions of career development and training opportunities produce some mediating role.Organizational identity plays a completely mediating role in performance evaluation and feedback dimension.According to the empirical results and the conclusions of the study,it is possible to clarify the mechanism of developmental human resource management and the influence of each dimension on the turnover intention,and also clarify the intermediary effect of organizational identity,and provide three aspects of management recommendations for IT to solve the dilemma of employees’ high-speed loss: first,actively and continuously to provide staff with the developmental human resources management practices,it is the key elements for IT companies to retain knowledge workers;second,through the developmental human resources management practices to strengthen staff organizational identity,this is the main strategy of IT companies to maintain staff and organizational relationship;Third,IT enterprises targeted support measures according to the needs,this is an important part for IT enterprises to scientifically implement developmental human resources management practice.