Study On The Influence Of Perceived Organizational Support On Turnover Intention Of Post-90s Knowledge Workers

With the rapid development of knowledge economy,knowledge workers have undoubtedly become indispensable human resources in all walks of life.In recent years,a large number of post-90 s knowledge workers have flooded into the workplace,and gradually developed into the backbone of enterprises,which have gradually become the focus of the enterprises.However,from the perspective of enterprise management practice,while injecting fresh vitality into the organization,post-90 s knowledge workers also bring many problems,among which high turnover rate is a very important one.This problem will not only affect the career development of employees themselves,but also undermine the stability of the organization,reduce the overall performance of the organization,generate a higher turnover cost,and affect the normal operation and development of the organization.Therefore,it has become the focus of academic researchers and enterprise managers that how to manage the post-90 s knowledge workers effectively,and then weaken their dimission tendency and solve the problem of frequent dimission.This study takes the turnover intention as the core content,and puts forward some management countermeasures based on the research conclusion.According to previous research,many scholars at home and abroad have studied and discussed the influencing factors of turnover intention,and proposed a variety of motivation models for turnover intention.Some scholars believe that factors such as organizational identity,perceived organizational support,and job satisfaction will have an impact on turnover intentions.This study takes the post-90 s knowledge workers as the research object,to explore the influence of perceived organizational support on its turnover intention.It also introduces organizational commitment as a mediator to explore the relationship between the three According to previous studies,many scholars at home and abroad have studied and discussed the influencing factors of turnover intention,and put forward various motivation models of turnover intention.In this study,knowledge workers born in the 1990 s were taken as research objects to explore the influence of organizational support on their turnover intention,and organizational commitment was also introduced as an intermediary variable to explore the relationship among the three variables.This study firstly reviewed and sorted out the relevant researches on perceived organizational support,organizational commitment and turnover intention,and then proposed the research model and hypothesis.In the empirical research section,this study used the way of questionnaire survey,and adopts the scale that has been widely accepted by scholars as the measuring tool.It was divided into two stages: pre-survey and formal survey.The research shows that:(1)perceived organizational support and its dimensions have a negative impact on the turnover intention of post-90 s knowledge workers,and have a positive impact on their organizational commitment;(2)organizational commitment and its dimensions have a negative impact on the turnover intention of post-90 s knowledge workers;(3)organizational commitment and its dimensions play a partial mediating role between the perceived organizational support and turnover intention of post-90 s knowledge workers.Based on the conclusion of empirical research,this study puts forward several management recommendations,which are expected to help enterprise managers reduce the turnover intention of post-90 s knowledge workers,improve their perceived organizational support and strengthen their commitment to the organization.Finally,this paper summarizes the shortcomings and limitations of the research and discusses the future research prospects.