| With the development of economic globalization,the value of human capital in the competitiveness of enterprises has gradually become prominent,but companies are facing more and more problems such as employee departure and staff loyalty.The existing relevant theories and researches show that gratitude can improve employee loyalty and sense of belonging.Therefore,using employee gratitude to explain employee turnover intention provides a good perspective for studying employee turnover intentional prevariety.Another factor that can effectively support this topic is psychological ownership.Many scholars at home and abroad have conducted research on this concept in recent years,and empirically validated that employees'working attitude is significantly affected by psychological ownership.Psychological ownership can also explain and predict employee behavior,which includes turnover intentions.This paper takes gratitude and psychological ownership as the core,and takes the domestic enterprise employees as the research object.It aims to explore the relationship between employee gratitude,psychological ownership and turnover intention in the background of Chinese enterprises,and psychological ownership's intermediary mechanism between employee gratitude and turnover intention.On the basis of improving the existing questionnaires for gratitude and turnover intention,a total of 318 employees' valid data were collected.And data analysis software was used to perform correlation analysis,perform regression analysis,and establish a structural equation model for path analysis.Related conclusions are as follows.(1)There are significant differences in employee gratitude for different statistical variables.Women's employee's gratitude is higher than that of male employees.Employees over 40 are significantly more grateful than those under 40.Employees with more than 10 years working experience have higher gratitude,and college graduates are more grateful than bachelor's degrees.Employees of State-owned enterprises and private enterprises are more grateful than foreign employees and joint venture employees,(2)There are significant differences in employee psychological ownership for different statistical variables.Employees over the age of 40 have higher psychological ownership than employees under 40.Employees with more than 10 years of service have relatively high psychological ownership.Employees with high school and below have higher psychological ownership than masters and above,and the psychological ownership of top management is higher than that of ordinary employees.(3)Corporate employees' gratitude has a significant negative impact on turnover intention.(4)Gratitude has a significant positive effect on psychological ownership.(5)Psychological ownership has a significant negative effect on turnover intention.(6)Psychological ownership plays a part of mediating role in the relationship between gratitude and turnover intention.The sense of belonging and self-identity plays a part of mediating role in the relationship between gratitude and turnover intention.The important innovation of this study is to introduce gratitude into organizational management,study the impact of gratitude on turnover intention and psychological ownership,and empirically test the negative impact of gratitude on turnover intention,the positive impact on psychological ownership,and verify the Psychological ownership can play an intermediary role between gratitude and turnover intention.The introduction of gratitude provides a new perspective for the study of psychological ownership and turnover intentions,enriches relevant theoretical research,and provides some guidance for corporate management from the point of view of employee gratitude.When companies select employees,they need to pay attention to the gratitude of employees.During the management process,they should effectively inspire employees with strong gratitude,increase their psychological ownership,and reduce their turnover intention. |
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