Research On The Influence Of Intrinsic And Extrinsic Rewards On Turnover Intention

Human resource plays an important role in the development of enterprises.With the change of times and concepts,the workplace behaviors of the new recruited college students are quite different from those of the older generation of employees.The most obvious one is that the turnover rate of new recruited college students is higher.High turnover rate will lead to negative problems such as increasing training costs,increasing job vacancies and causing the loss of existing resources.Therefore,it is of great significance to study the turnover intention of new recruited college students for enterprise staff management.The salary policy,promotion opportunity,working environment,working pressure and interpersonal relationship in the enterprise are widely recognized by scholars as the factors affecting the turnover intention of new recruited college students.And these factors can be described from the perspective of intrinsic rewards and extrinsic rewards.Studies have shown that rewards have a sorting effect.The form and structure of rewards itself can play a screening role on employees.Besides,a large number of studies have shown that employees’ core selfevaluation also has a predictive effect on turnover intention.And the core self-evaluation will be affected by extrinsic environment and personal psychological perception,which reflects the probability of core self-evaluation as a mediator variable.Therefore,the new recruited college students were selected as the sample,within the intrinsic and extrinsic rewards as the independent variables,the core self-evaluation as intermediary variable,turnover intention as the dependent variable.The study explores how intrinsic and extrinsic rewards affect turnover intention based on sorting effect theory,and explores the intermediary role of core selfevaluation.And then suggestions are given to human resource management for the enterprise.At present,there are few studies that regard core self-evaluation as a mediating variable and a sorting dimension of rewards and turnover intention.Therefore,this paper enriched the researches on core self-evaluation.Most studies on the effect of sorting effect of rewards focus on the perspective of performance reward and fixed reward and directly study the subjective reward preference of samples.In this paper,differentiation method is adopted to expand the research method and perspective of sorting effect from the perspective of internal and external compensation.Different kinds of research methods were used to explore the relationship between the three variables.In this study,the questionnaire was used to collect data.After analyzing the data with statistical software,this paper draws the following conclusions:(1)Intrinsic and extrinsic rewards and core self-evaluation will negatively predict turnover intention of new recruited college students.Core self-evaluation plays a partial intermediary role between internal and external salary and turnover intention.(2)For new recruited college students,extrinsic rewards has a greater impact on turnover intention than intrinsic rewards.(3)When the overall rewards level is high,the intrinsic and extrinsic rewards of different employee subgroups have different effects on turnover intention.Which means that intrinsic and extrinsic rewards show an obvious sorting effect in the core self-evaluation dimension.When the overall rewards level is low,intrinsic and extrinsic rewards don’t have obvious sorting effect.Finally,this paper summarizes and discusses the results of data analysis,and puts forward suggestions for improving enterprises’ management of new recruited college students,and points out the shortcomings and limitations of this study.