Research On The Influence Of Overtime Behavior On Employees’ Turnover Intention

With the high-quality development of the economy,the demand for labor force has risen steadily.However,due to the serious aging of the population in China,the "demographic dividend" has gradually disappeared,and the supply of labor force has gradually been insufficient.In recent years,overtime in the workplace has gradually become normalized and become a "new culture" and "hidden rule" in the workplace."996","007" and other demonic work patterns have triggered heated debate,and high-intensity work has even led to the death of employees from overwork.Behind the culture of overtime,there is a cruel truth of workplace involvement,which may "lie down" in the extreme.Human resources are the first resource of an enterprise.To retain talents and prevent the loss of human capital is the key to achieving high-quality development of an enterprise,which has gradually become a difficult problem in enterprise management.Under the background of aging population,normalization of overtime and involution in the workplace,the impact of overtime behavior on turnover intention of employees and its mechanism should be paid attention to.Based on Conservation Of Resource Theory and the Relative Deprivation Theory,based on the background of the normalization of overtime and the aging of the population,and taking Chinese enterprise employees as the research object,this paper discusses the impact of overtime behavior on employee turnover intention,and reveals the impact mechanism of overtime behavior on employee turnover intention based on the intermediary role of emotional exhaustion and the regulatory role of job satisfaction.Through theoretical analysis,put forward assumptions and establish measurement models,and use the micro-database "CLDS" to conduct empirical analysis to verify the impact of overtime behavior on employee turnover intention and its mechanism.In the further study,we analyze the heterogeneity of the impact of overtime behavior on employee turnover intention from different perspectives,and explore the heterogeneity of the impact of different overtime types on employee turnover intention.Through empirical analysis,this paper finds that:(1)Overtime behavior positively affects employee turnover intention.(2)Emotional exhaustion partially mediates between overtime behavior and turnover intention.(3)The negative sense of work gain regulates the relationship between overtime behavior and employee emotional exhaustion.(4)The negative sense of job gain regulates the mediating role of emotional exhaustion between overtime behavior and employee turnover intention.(5)From different perspectives,overtime behavior has different effects on employees’ turnover intention,among which,male,older generation,low education,unmarried,private and foreign enterprises,and employees in the eastern region have stronger effects.(6)Compared with no overtime,moderate overtime has no significant positive impact on employees’ turnover intention,but increases their emotional exhaustion;Overtime significantly increased employees’ emotional exhaustion and turnover intention.(7)Compared with no overtime,voluntary overtime and involuntary overtime significantly increased employee emotional exhaustion,involuntary overtime significantly promoted turnover intention,and voluntary overtime did not significantly affect turnover intention.(8)Compared with no overtime,unpaid overtime and paid overtime significantly increase the level of emotional exhaustion of employees,and unpaid overtime increases turnover intention,while paid overtime has no significant positive impact on turnover intention.This paper provides guidance and suggestions for enterprises to reasonably optimize working hours and manage employees’ overtime behavior.