In recent years,China’s rapid economic development,to meet the material needs of employees at the same time,a variety of psychological needs of employees can easily be ignored,so that employees have a tend to leave,the tendency to leave will cause staff turnover,the company and the employees themselves have a very negative impact.Therefore,to investigate the influence mechanism of the tendency to leave,and to prevent and reduce the tendency to leave is a problem that business leaders must be aware of and the direction of research.In this study,410 employees in Fujian,Jiangsu,and Guangdong provinces were studied based on self-efficacy theory,psychological contract formation theory,and self-determination theory.The relationship between organizational climate and the tendency to leave is explored from the perspectives of self-efficacy and psychological contract,and the research hypothesis and research model are proposed,followed by corresponding prevention and solution measures.This study used the questionnaire method to issue and collect questionnaires from subjects,and used SPSS and Mplus to analyze and validate the data.The conclusions of this study are as follows:(1)The overall level of organizational climate is high,with significant differences in household registration,age,marital status,education,working hours,nature of the company,monthly income and position;the overall level of self-efficacy is high,with significant differences in household registration,marital status,education,working hours,nature of the company,monthly income,and position;the overall level of psychological contract is high,with significant differences in household registration,marital status,education,working hours,monthly income and position;the overall level of turnover tendency is low,with significant differences in household registration,marital status,age,working hours,nature of the company,monthly income and position.The overall level of psychological contract is high,with significant differences in household registration,marital status,education,working hours,monthly income and position;the overall level of turnover tendency is not high,with significant differences in household registration,marital status,age,working hours,nature of the company,monthly income and position.(2)Organizational climate has a significant negative predictive effect on the turnover tendency,and the higher the organizational climate,the lower the level of turnover tendency(3)Psychological contract has a significant negative predictive effect on the turnover tendency,the higher the psychological contract,the lower the level of turnover tendency(4)Self-efficacy significantly and negatively predicted the turnover tendency,the higher the self-efficacy,the lower the turnover tendency(5)Organizational climate is a significant positive predictor of the psychological contract,the higher the organizational climate,the higher the level of the psychological contract.(6)Organizational climate significantly and positively predicts self-efficacy,the higher the organizational climate,the higher the level of self-efficacy.(7)Self-efficacy significantly and positively predicts psychological contract,and the higher the self-efficacy,the higher the level of the psychological contract.(8)Psychological contract mediates the relationship between organizational climate and the turnover tendency(9)Self-efficacy mediates the relationship between organizational climate and the turnover tendency(10)Self-efficacy and psychological contract play a chain mediating role in the effect of organizational climate on the turnover tendency... |