Study On The Influence Of Self-efficacy Of Knowledge Workers On Turnover Intention

As the basis for the survival and development of enterprises,knowledge workers are the core capital for the competition between enterprises and the creation of corporate value.The group of knowledge-based employees is creative,pursues autonomy,individuation and diversity.As they enter the workplace,they become The nucleus of the organization plays a crucial role in the innovation and development of the company.How to motivate and retain knowledge-based employees,reduce their turnover intentions,make them grow better,and create value for companies have become an important issue for enterprises and managers in the era of knowledge economy.Knowledge workers pay more attention to the realization of personal value and personal value-added.The past management methods of employees are no longer suitable for knowledge-based employees.They play endless creativity in the enterprise,and their high liquidity and high turnover rate bring the company with adverse effects,it is difficult to remedy the separation behavior once it occurs.Therefore,it is of great theoretical and practical significance to study the influence of self-efficacy of knowledge workers on turnover intention.This paper combs and analyzes research status at home and abroad,and proposes research hypotheses based on self-efficacy,job satisfaction,leadership style,and turnover intention,and builds self-efficacy of knowledge workers as independent variables and job satisfaction.For the mediation variables,the leadership style is the conceptual model of dependent variables and turnover intention as dependent variables,and the data required for empirical research are collected through questionnaires.A total of 482 valid questionnaires for knowledge-based employees are collected and measured using SPSS 21.0.Statistical tools for data analysis empirically test the interactions among self-efficacy,job satisfaction,leadership style,and turnover intentions of knowledge workers,verify the relationships among the elements of the conceptual model,further validate the research hypotheses,and test empirical evidence.The results were analyzed and discussed.The research shows that the self-efficacy of independent employees with independent variables has a significant negative influence on the turnover intention of dependent variables,among which the self-efficacy of knowledge-based employees has six dimensions,ie,planning,control,acquisition and updating of knowledge,information processing,and relationship.Management and problem-solving self-efficacy have a significant negative effect on turnover intention;mediator job satisfaction has a significant mediating effect between self-efficacy and turnover intention of knowledge-based employees;transformational change-type leadership style in job satisfaction.There is a significant positive adjustment between turnover intention and transitional leadership style.There is a significant mediating effect;transactional leadership style and indifference leadership style have no significant adjustment effect on the impact of job satisfaction on turnover intention.With mediation effect adjusted.Finally,aiming at the results of empirical research,the measures and suggestions for reducing the turnover intention are given from the aspects of improving the self-efficacy of knowledge workers,improving the job satisfaction of knowledge workers,and displaying the appropriate leadership style.