Based on the social exchange theory, this study uses questionnaires from 313\nemployees to discuss the impact mechanism of high-performance work system\non new generation employeesâ?? turnover intention, and introduces psychological\ncapital and perceived organizational support. The study draws assertions\nfrom related concepts of psychological capital and perceived organizational\nsupport to determine relationships between high-performance work\nsystem and new generation employeesâ?? turnover intention; psychological capital,\nperceived organizational support and turnover intention. Through empirical\nanalysis, it is found that there is a significant negative correlation between\nhigh-performance work system and new generation employeesâ?? turnover intention;\npsychological capital partially mediates the relationship between high\nperformance work system and turnover intention of new generation employees;\nperceived organizational support plays a moderating role between psychological\ncapital and new generation employeesâ?? turnover intention. Through empirical\nanalysis, we hope to provide some suggestions for enterprises to reduce\nthe turnover rate of new generation employees.
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