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An Empirical Study On The Influencing Factors Of Employee Turnover Intention In The Post-epidemic Era:the Mediating Role Of Psychological Contracts

Posted on:2022-05-07Degree:MasterType:Thesis
Country:ChinaCandidate:L GuoFull Text:PDF
GTID:2505306539454164Subject:Business Administration
Abstract/Summary:PDF Full Text Request
At the beginning of 2020,the new crown pneumonia epidemic(COVID-19)ravaged the world.The epidemic has brought a huge impact to people and organizations in various countries.The new crown pneumonia epidemic not only harms people’s physical and mental health,but also promotes changes in people’s mood and behavior.Nowadays,although my country has returned to the stage of normalized prevention and control,due to the long-term epidemic of new coronary pneumonia in the world or in local areas,the epidemic caused work insecurity,employee health,work risk-taking behavior,and unfairness of organizational change,etc.The impact still exists in the post-epidemic era,and the panic caused by the threat of disease transmission and environmental uncertainty will still change the tendency of employees to leave.Therefore,it is of great significance to study the factors affecting employee turnover intention in the post-epidemic era.The main purpose of this study is to analyze how the pandemic affects employees’ turnover intentions in the post-epidemic era,such as job insecurity,employee health,risk-taking behavior at work,and unfairness of organizational change.At the same time,how to reduce the negative impact of the post-epidemic era and enhance the positive impact of the post-epidemic era,so as to reduce the tendency of employees to leave and enhance the core competitiveness of the organization,propose corresponding improvement measures.In this study,the post-epidemic era’s work insecurity,employee health,work risk-taking behavior,and organizational change unfairness are used as antecedent variables to study its impact on employee turnover intentions,and further explore the mediating effect of psychological contracts..First,the definition and measurement dimensions of job insecurity,employee health,work risk-taking behavior,and organizational change unfairness in the post-epidemic era are explored.Predecessors’ views and research have laid the theoretical foundation and direction for this article.Then,by summarizing and analyzing the relevant literature on psychological contracts and turnover intentions at home and abroad,discussing the principle of psychological contract’s influence on turnover intention,and combining work insecurity,employee health status,work risk behavior,and unfairness of organizational change in the post-epidemic era.Establish the research model of this article,propose hypotheses,design and analyze the questionnaire.This study uses SPSS and AMOS software to analyze the data,conducts a hierarchical regression analysis on the data after passing the reliability and validity test,and draws the conclusion of this article: the risk of work and the unfairness of organizational change in the post-epidemic era are both It has a significant positive impact on turnover intention;the post-epidemic era’s work risk-taking behavior and the unfairness of organizational change have a significant negative impact on the psychological contract;the psychological contract plays a part in the influence of the work risk-taking behavior on the employee turnover intention It plays a part of intermediary role in the influence of the unfairness of organizational change on employees’ turnover intention.Finally,the research conclusions are analyzed,combined with the background in the post-epidemic era and the research in this article,to provide corresponding suggestions for the human resource management of enterprises in the post-epidemic era.Enterprises should insist on preventing and controlling employees in the post-epidemic era and minimize Employees’ risk-taking behaviors should pay more attention to employees’ fair feelings in the transformation,and at the same time,they should understand their expectations and fulfill their corresponding responsibilities in a timely manner,and achieve the unity of knowledge and action to consolidate the psychological contract of employees,so as to enhance the loyalty of employees in the post-epidemic period.To achieve the unity of employees and organizational goals.
Keywords/Search Tags:Post-epidemic era, psychological contract, turnover intention
PDF Full Text Request
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