Research On The Influence Of Unmet Expectations On The Turnover Intention Of The New Generation Employees

In recent years,due to the impact of global public health and safety issues,the economic downturn has become increasingly prominent.In response to the uncertainty of the external environment,many enterprises have slowed down their expansion,strengthened the control of labor costs,greatly reduced their employment absorption capacity,and the employment competition pressure of the new generation of employees is unprecedented.At the same time,influenced by the reform of higher education system,the new generation of employees usually have received higher education,have a higher cognitive evaluation of themselves,and have high expectations for their work and personal career development.When there is a gap between the actual work situation and the work expectations,it will affect the comprehensive evaluation of the new generation of employees’ sense of work gain and turnover intention.As the backbone of the workplace,the new generation of employees,with their unique growth background and distinctive personality characteristics,will make different job choices when dealing with the unmet expectations.The loss of heterogeneous human resources and core knowledge and technology will not only increase the management cost of enterprises,affect the employer brand of enterprises,but also have a major impact on the core competitiveness of enterprises.Based on the prospect theory and resource conservation theory,this thesis combines the characteristics of heterogeneous human capital of the new generation of employees in China’s local situation,and constructs a theoretical model of unmet expectations,sense of work gain and family support on the turnover intention of the new generation of employees.Based on the existing maturity scales at domestic and abroad,a questionnaire survey was designed.Taking the new generation of employees as the research object,538 valid questionnaire samples were empirically analyzed and hypothesis tested by SPSS and AMOS software.The results show that the unmet expectations can significantly positively predict the turnover intention of the new generation of employees;Unmet Expectations significantly negatively affects the sense of work gain of the new generation of employees;Sense of work gain plays a part in mediating between unmet expectations and turnover intention;Family support regulates the relationship between sense of work gain and turnover intention.The lower the level of family support,the stronger the effect of sense of work gain on turnover intention.Education has a significant positive impact on the turnover intention of the new generation of employees,and the marriage and childbearing status has a negative impact on the turnover intention of the new generation of employees.According to the results of empirical research,it is proposed that managers should narrow the expectation gap through propaganda and guidance,real job preview,customized welfare programs and other methods,pay attention to employees’ upper-level needs and subjective feelings,flexibly use the reward and punishment mechanism,and enhance their sense of work gain.At the same time,employees should be classified and managed,and EAP plans should be carried out for employees with low family support,while employees with high family support should be encouraged to give back to their families.