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Organizational career management relationship with turnover intention regulating role of psychological capital

Author: RenYinYin
Tutor: ChenZuoHui
School: Hangzhou University of Electronic Science and Technology
Course: Business management
Keywords: Psychological Capital Organizational career management Turnover Intention Resignation
CLC: F224
Type: Master's thesis
Year: 2011
Downloads: 219
Quote: 0
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As we all know, competition for talent is the current theme of the times. Talent drain the negative impact to the enterprise already in the theory and practice to get the proof. With the global trend sweeping the flattening of the organization, positions limited upward mobility, career management organization which was put on the important agenda. In addition, a growing number of theorists and practitioners began to focus on how to maximize the development of human potential, allowing personnel to achieve the best condition, psychological capital came into being. Scholars believe that the current organizational career management and intention to leave some kind of regulation that exists between variables, this adjustment variables affecting the relationship between the two. This article will introduce into the relationship between psychological capital in order to explore and study the relationship between psychological capital in the regulatory role played by. This has important theoretical and practical significance. This research mainly in Hangzhou area of ??IT employees as samples, and recovered by issuing questionnaires to obtain the sample data, using statistical analysis on mental capital and career management in the organization between the intention to leave the regulation of the empirical research, and refined on the basis of research findings. The main conclusions of this study are as follows: (1) To reduce turnover, for educational differences, we must adopt a different training strategies. Study found that attention training can help reduce employee turnover low education levels, but will increase the level of highly educated staff turnover. Through in-depth interviews found that many low-educated workers lack knowledge on a variety of training have shown a keen interest in, so training enhances cohesion and reduce turnover. But for highly educated employees, many of them are known to knowledge training, so the training not only can not inspire enthusiasm, but feel bored, the resulting low-grade corporate feeling, but produce a centrifugal force training. In response to these problems, we propose: training is divided into high and low degree two packages. Low-educated workers should strengthen the training of various forms and content, highly educated employees will have to set up a training needs analysis through targeted training content. And do not expect to reduce the high level of education through the training of staff turnover rate. (2) To reduce turnover, research and technology and market strategies of different categories of employees. For the research of Technical Staff, because performance is more difficult to measure, promotion of equity issues is the main reason for leaving. Type of staff for the market, because performance is easy to measure, promoted employment equity is no longer a factor. The study also found that, in the spirit of optimism, the research of Technical Staff spirit of optimism is higher, the lower the turnover rate; market type of staff is not obvious. I believe: Technology working pressure is leading tech staff leaving the important reasons, in order to reduce turnover, must raise optimism. But for the class of employees in terms of the market, although the market pressure will contribute to resign, but full of optimism to the new unit employees employed equally confident that this confidence resulting turnover rate. Based on the above findings, the author suggests: For tech employees, promotion should create a fair environment, improve optimism. Type of staff for the market, but should be organized commitment to educate. (3) To reduce turnover, state-owned private enterprises and foreign joint ventures have different strategies. State-owned private enterprises career path design, organizational career management and communication mechanisms are very weak, these weaknesses are caused by an important reason for the high turnover rate, so in order to reduce the turnover rate, we must focus on strengthening vocational pathway design and communication mechanisms. But for foreign investment and joint ventures, through this strategy reduce turnover little potential. (4) Psychological Capital on separation has a decisive influence, through psychological capital management and capital from a psychological angle, Hangzhou University of Electronic Science and Technology Master Thesis analysis resign, leaving management to help improve. Limitation of this study is that: Questionnaire data were obtained from personal self-assessment, there may be underestimated or overestimated self phenomenon, such data might be distorted conclusions some impact; selected samples, mostly from Hangzhou Regional IT enterprise employees, the sample is not large enough span, the distribution is not very uniform; does not consider other variables might be interested in the relationship of these three variables impact.

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