Research On Turnover Intention And Countermeasures Of Knowledge Workers In S Company Based On Expectation Gap

In the era of knowledge economy,knowledge workers,as leaders in the workplace,have become the core human resources of enterprises.However,the frequent turnover of knowledge workers increases the difficulty of enterprise management,has a negative impact on the stability of enterprises,and will also have a certain impact on the long-term development of enterprises.As for the issue of employee turnover,Scholars have carried out researches on the influence of macro factors such as salary,labor market structure and unemployment rate on employee turnover,but there are few researches on psychological attribution.Turnover intentions based on psychological attribution has important guiding significance for analyzing turnover behavior.therefore,in this paper,the influence of employee turnover intention for enterprise mechanism from the aspects of psychological attribution analysis,combined with the enterprise oneself circumstance for the management of the enterprise policy,in order to knowledge staff selection and retention and motivation play a guiding role.Based on the turnover status of knowledge workers in S Company,this paper takes the knowledge workers of the company as the research object and explores the turnover problem of knowledge workers in combination with the management status of the company.According to the expectation gap and other related theories,a model was constructed in which expectation gap was taken as the independent variable,turnover intention as the dependent variable,occupational commitment as the mediating variable and organizational climate as the moderating variable.In this paper,211 valid questionnaires were distributed and collected through online channels,and SPSS25.0and AMOS24.0 software were used to carry out reliability and validity tests and regression analysis.The results show that :(1)the expectation gap between knowledge workers in S company-real work and self-work can significantly affect career commitment;(2)Career commitment of knowledge workers in S company plays a mediating role in the impact of expectation gap-real work and self-work on turnover intention;(3)There is a significant positive correlation between the expectation gap-real work and self-work and turnover intention of knowledge workers in S Company;(4)Organizational climate of S company can play a negative moderating role between knowledge workers’ expectation gap-real work and self-work and turnover intention.Combined with the above conclusions,this paper proposes coping strategies for the management of knowledge workers in S company :(1)reduce the psychological expectation gap of employees and pay attention to the career growth and corporate culture of knowledge workers;(2)Improve employees’ career commitment,attach importance to employees who are loyal to their work and identify with their work achievements,rationally allocate the structure of knowledge workers according to the needs of actual posts,and create ways to improve knowledge and skills;(3)Create a good organizational atmosphere,establish a dynamically adjusted career planning and a good communication mechanism.