A Study On The Influencing Factors Of Turnover Intention Of New Generation Employees

In recent years,the new generation of employees has just started,from entering the workplace to becoming the reserve army and backbone of the company,but the phenomenon of quitting and changing jobs emerges one after another,and some managers even call it a “flash speech” generation.This paper defines the new generation of employees based on their birth year and age: those who were born between 1990 and 1999 and have participated in formal social work,that is,the post-90 s working group.Influenced by the era and social environment such as my country’s one-child policy,college enrollment expansion,and Internet popularization,they have formed unique characteristics of the times.They place more value on support from superiors and peers in the work environment,positive emotions in the workplace,work atmosphere,love to be challenged,want to be reused,emphasis on personal achievement and development,rather than just job compensation and some other regular departure factors.In the daily human resource management,enterprises focus on the salary and treatment of employees,and try to retain employees by means of a single material level,but they miss some key factors that the new generation of employees pay attention to,and fail to grasp the real psychological needs of employees.In the post-epidemic era,how to attract,cultivate,make good use of and retain the new generation of employees has become a key issue for enterprises,and it has also become a key research content for scholars.Therefore,it is very necessary to understand and explore the influencing factors of the turnover intention of the new generation of employees,and to clarify the influence mechanism of each variable on the turnover intention of the new generation of employees,so as to reasonably predict the turnover behavior of the new generation of employees.Based on this,in order to explore the complex causality behind triggering the turnover intention of the new generation of employees,this paper first combs the relevant literature,models and theoretical basis,and constructs the turnover intention model of this paper under the inspiration of Price-Mueller’s classic turnover model.This paper explores the influencing factors of the turnover intention of the employees from three levels: individual level,non-work level and environmental level.Among them,the individual level includes organizational support perception and positive emotion;The non work level includes workplace friendship and workplace fun;The environmental aspect is subdivided into internal environmental factors,career development and distribution equity,and external environmental aspects,mainly referring to external opportunity perception.Explore its overall impact on the turnover intention of the new generation of employees.Secondly,this paper collects data through questionnaire survey,using Excel and Spss 25.0 The final valid questionnaire data were processed and tested for reliability and validity,and passed fsqca3.0 software carries out configuration analysis on the data,and analyzes the generation of result variables as a whole from the perspective of configuration,so as to explore the possible multiple paths.So as to decipher the trigger mechanism of the turnover intention of the new generation of employees and clarify the complex causality.Through the configuration analysis of the turnover intention of the new generation of employees,the research conclusions of this paper are as follows:(1)the trigger mechanism of the turnover intention of the new generation of employees has the asymmetry of causality.The trigger mechanism of high turnover intention does not show a corresponding relationship with non-high turnover intention,and it is difficult to carry out simple reverse reasoning between them.(2)In the path of high turnover intention of the new generation of employees,external opportunity perception plays an important role;In the path of low turnover intention of the new generation of employees,career development is still the most important factor affecting the retention intention of the new generation of employees in the current environment;Workplace fun has an important impact on both.However,it should be noted that the above factors need to form a path combination with other variables,not acting alone.(3)In the configuration of non-high turnover intention of the new generation of employees,workplace friendship and workplace fun complement each other.The Enlightenment to enterprises is:(1)Give sufficient support to the new generation of employees to make the work scene lively and interesting;(2)Build career development goals for the new generation of employees that are consistent with the organizational goals;(3)Focus on the construction of good organizational atmosphere;(4)Reasonable allocation of resources.