Research On The Influence Of Interpersonal Psychological Capital On Separation Tendency

Individual employees have unlimited potential,and the source of this unlimited potential directly points to the psychological capital of people.Psychological capital has developed into a "third carriage" that goes hand in hand with human capital and social capital.It has become an important source of corporate competitiveness in a complex and changeable environment,and has attracted widespread attention from scholars at home and abroad.In view of the characteristics of "depending on me" presented by Chinese society,as an enterprise manager,we should attach great importance to and rationally utilize the psychological capital of employees,especially interpersonal psychological capital,and expand the breadth and breadth of management from a new perspective of psychology.In-depth,through training,psychological counseling and other means and measures to enhance employees’ interpersonal psychological capital,create a harmonious interpersonal relationship and working atmosphere,so as to enhance the relationship performance of employees,high salary brought about by high performance has become a weight to reduce the tendency of employees to leave.Existing literature mostly focuses on the direct effect of interpersonal psychological capital on turnover intention.Few studies have deeply explored the transmission mechanism between interpersonal psychological capital and turnover intention,so that it is still unclear which path the interpersonal psychological capital takes affects turnover intention(Relational performance),so it is very necessary to deeply explore the relationship between interpersonal psychological capital and turnover intention.In response to the above problems,this research firstly analyzes and explores the relationship among interpersonal psychological capital,relationship performance and turnover intention,proposes research hypotheses based on Herzberg’s motivator-hygiene theory and Hobfoll’s conservation of resource theory.Secondly,on the basis of full reference to domestic and foreign maturity scales,a pre-survey questionnaire was formed according to the survey purpose of this research and the survey objects.Based on project analysis and factor analysis,discovering and correcting the problems in the pre-survey questionnaire to form a formal questionnaire.Thirdly,using SPSS26.0 to perform descriptive statistical analysis,correlation analysis,regression analysis and mediation effect test on the data collected in the formal questionnaire.Finally,the empirical test results are compared,analyzed and discussed with the hypotheses of this research,and targeted management suggestions are put forward based on the test conclusions,and the deficiencies of this research are summarized.The following conclusions are drawn through empirical analysis: the employee’s interpersonal psychological capital has a negative impact on the turnover intention,which is manifested in that the more the employees know how to be humble,sincere,tolerant,forgiving,respectful,courteous,and grateful,the correspondingly lower their turnover intention;the two dimensions of employee’s relationship performance,interpersonal promotion and work dedication have a negative impact on turnover intention;relationship performance plays a part of the mediating role in the relationship between interpersonal psychological capital and turnover intention.This research further explores the relationship among interpersonal psychological capital,relationship performance and turnover intention,and provides certain theoretical basis and management suggestions for managers to carry out retention work in the future.