Research On The Influence Of Human Resource Management Strength On Employee Turnover Intention

In the 21 st century,the tide of knowledge economy has been sweeping through,and the degree of importance that enterprises attach to human resources management determines their potential for future development.The market's competition ultimately becomes into a competition for talents.In the era of knowledge economy characterized by economic globalization and information globalization,the essence of enterprise management is human resource management.“How to retain employees and maximize their talents” has become the core of enterprise human resource management.However,China is in the period of the decline of the “demographic dividend”,the contradiction between the supply and demand of labor force quantity and quality is becoming increasingly prominent.In addition,China is currently in the process of structural reforms on the supply side and the deepening of industrial structure adjustments,which has led the employee turnover to become a new normal of enterprises in the era of knowledge economy.How to reduce the employee turnover intention and reduce the turnover rate has become the company's "biggest headache",and it has always been one hot topic for the academic research.In recent years,scholars at home and abroad have done a lot of fruitful research on how to reduce the turnover intention of employees through human resource management,and many mature research findings have been widely applied to reality.Although more and more enterprises and academic circles have realized that human resource management practice is an important measure to reduce employee turnover and a key method to attract and retain talents.But in reality,the turnover rate of employees remains persistently high,Where is the crux of the problem? This is the answer this study in search for.As recently as 2004,Bowen and Ostroff first put forward the concept of human resource management intensity,they argued that human resources management failed to play its due role because managers and researchers focused on the human resources management measures themselves and ignored the implementation and effect of the measures.Whether human resources management measures can be effectively perceived and recognized by employees and form a common belief and sense of identity within employees is the key to and important indicator of the ultimate success of human resource management.Accordingly,drawing on Resource-based theory,Social Cognitive theory,Social Exchange theory,and Social Information Processing theory,this study proposes the research hypothesis and the theoretical model for the relationship between the enterprise human resources management strength,work attitude and power distance and put forward the turnover,aims to solve the following problems: one is the influence of human resource management strength on employee turnover intention,whether it can effectively reduce employee turnover.Two is that the employees' working attitude has a mediating effect in the influence of human resource management intensity on employee turnover intention,which partially mediates or fully mediates the effects of relationship human resource management strength and employee turnover intention.Three is whether the employee's power distance moderates the intensity of the influence of human resource management strength on employee turnover intention,which is indirectly moderated or indirectly moderated by the mediate variable.The four is how to construct to the measures reduce employee turnover intention to avoid employee turnover from the perspective of resource management strength.This study selects Chinese enterprise employees as the research object,and adopts network survey and field investigation to collect the data of the empirical research,and uses the structural equation model analysis method to carry on the empirical test to the proposed research hypothesis and the theoretical model.In order to ensure the reliability and accuracy of the research conclusions,this study further revised the domestic and foreign mature scale to form the final formal questionnaire according to the reliability and validity test results of the pre-survey data,making it conform to the measurement in Chinese context.At the end,the study sampled 653 employees from 68 enterprises.Based on the reliability and confirmatory factor analysis of the data using SPSS20.0 and AMOS20.0 statistical analysis software,the structural equation model of this study was constructed,and then the empirical analysis of large sample data,research hypothesis test,theoretical model validation and revision were carried out.The study provides favorable results:(1)the human resource management strength has a significant negative effect on turnover intention of employees.The higher the intensity of human resource management,the lower the turnover intention level of the staff.(2)The employee's work attitude partly mediates the impact of the human resource management strength on the employee's turnover intention,but only the dimension “job satisfaction” has a partial intermediary effect.The other dimension of organizational commitment has no intermediary effect.(3)the power distance of employees has a moderating effect in the process of human resource management strength influencing employee turnover intention,and the lower the power distance orientation is,the higher the employee's power distance orientation is.The more the effect of the strength of human resource management takes on turnover intention of employees,the more the turnover intention appears.Finally,based on the above conclusions,this study from the aspect of the human resources management strength perspective to effectively reduce the turnover intention of staff management recommendations.The main contributions of this study are as followings: in theory,the internal mechanism of the influence of human resource management strength on employee?s turnover intention is explored systematically and deeply.This paper introduces and tests the mediating effect and regulating effect of employee's working attitude and power distance,clarifies the boundary conditions of the relationship between human resource management intensity and employee's turnover intention,and provides a new theoretical explanation for the relationship between them.It enriches and expands the theoretical research on the human resource management strength and employee turnover,and makes a new research paradigm for further opening the "black box" in the process of employee turnover intention.In practice,from strength of human resources management,this new perspective proposed policy recommendations to prevent employee from departure,providing decision-making reference for our corporate managers and later scholars.