A Study On The Impact Of Servant Leadership On The Turnover Tendency Of Post-90s Employee

In the era of intergenerational labor transition,the "post-90s" group has taken the baton and become the main force of enterprises.Most of them have high education,keen sense of new things,innovative thinking and daring to act.Therefore,companies that are able to attract and retain post-90 s talents will be highly competitive.However,according to survey data from Max Research Institute and Zhaopin.com,the dismission rate of those born in the 1990 s is significantly higher than that of those born in the 1960 s,1970s and 1980 s,which poses a major challenge to enterprise human resource management.How to manage the "post-90s" employees,tap their potential and reduce the dismission rate has become a major practical problem faced by today’s enterprises.As an important factor affecting the stability of employment and the development of enterprises,turnover intention has always been the focus of attention,but there is still a lack of relevant theoretical models based on our national conditions.Business managers are eager to know what kind of management methods can reduce the turnover tendency of post-90 s employees.Based on the review of domestic and foreign research results on "post-90s",servant-style leadership and turnover intention,this paper explores whether servant-style leadership can reduce turnover intention of employees based on organizational support theory and self-concept theory.In order to explain the influence mechanism of servant leadership on turnover intention and reveal its boundary mechanism,the developmental feedback of superiors was introduced as the mediating variable and leader-member exchange as the moderating variable.Based on a questionnaire survey of employees in Chinese local enterprises,SPSS26.0 and SPSSAU were used to analyze the data,and the following conclusions were drawn:Servant leadership has a significant negative impact on the turnover intention of employees born after 1990;In the process of servant leadership’s influence on the turnover intention of "post-90s" employees,the developmental feedback of superiors plays a partial mediating role;In addition,leader-member exchange has a positive moderating effect on the relationship between servant leadership and the turnover intention of "post-90s" employees,and on the relationship between the developmental feedback of superiors and the turnover intention of "post-90s" employees.This study finds out the factors influencing the turnover intention of "post-90s" employees from the aspect of specific leadership behaviors and explains the influencing mechanism,which makes a useful supplement to the existing theoretical research on turnover intention.At the same time,it provides a new Angle for enterprises to study how to effectively increase the developmental feedback behavior of superiors,so as to build a harmonious relationship between superiors and subordinates.In addition,this study also puts forward feasible suggestions for enterprises to manage the post-90 s employees and reduce the dismission rate.