A Study on the Influence of Job Satisfaction on the Propensity to Leave among New Generation Knowledge Workers
DOI: 10.23977/jhrd.2022.040101 | Downloads: 5 | Views: 59
Honghua Xiang 1, Siqi Zhang 1, Xiaofeng Zhang 1
1 College of Business Administration, Jiangxi University of Finance and Economic, Nanchang, China
Corresponding AuthorSiqi Zhang
As competition in the market becomes more and more intense, the competition between knowledge, technology and talent will become the main competition between companies. The new generation of knowledge workers is the most valuable resource for companies and their knowledge and skills are the source of value creation for companies. However, they are more mobile in the workplace than other employees in the past, and the willingness to leave is also stronger. Based on 193 questionnaires, the Peason correlation coefficient between the propensity to leave and job satisfaction of the new generation was analysed. The results show that the higher the job satisfaction of the new generation, the lower their propensity to leave. Finally, the motivation strategies and suggestions for the new generation of knowledge-based employees are proposed in order to improve the core competitiveness and promote the sustainable development of the enterprise, which is crucial for the human resource management of the enterprise.
KEYWORDSPost 80s and 90s, knowledgeable Employees, job Satisfaction, turnover Intention, human Resource Management
CITE THIS PAPER
Honghua Xiang, Siqi Zhang, Xiaofeng Zhang, A Study on the Influence of Job Satisfaction on the Propensity to Leave among New Generation Knowledge Workers. Journal of Human Resource Development (2022) Vol. 4: 1-10. DOI: http://dx.doi.org/10.23977/jhrd.2022.040101.
 Bassett, B. Working with Generation Y. OfficePro, 2008, 68, (2): 16.
 Wang Hongyu, Zou Chunlong. Analysis of transgressive innovation behavior of new generation employees in the context of new era. Management Modernization, 2018, 38 (04): 93-96.
 Peter Drucker. Management challenges in the 21st century. Beijing: Life, Reading, New Knowledge, 2003: 228-229.
 Tu, X.Y., Wang, Y. Research on the driving mechanism of creative problem solving among knowledge workers. Scientology Research, 2021, 39 (10): 1840-1849. doi:10.16192/j.cnki.1003-2053.20210216.001.
 Hoppock, R. Job satisfaction. New York Harper & Brother Publisher. 1935.
 Greenhaus, J.H., Parasuraman, S., Wormley, W.M. Effects of race on organizational experiences, job performance evaluations, and career outcomes. Acad Manag J, 1990, 33 (1): 64-86.
 Pang, J.T., Wen, K. Proactive personality, job satisfaction and employee innovation behavior-an empirical analysis of Chinese pharmaceutical biotechnology companies. Scientology Research, 2016, 34 (01): 151-160.
 Tian Jing. Human resource management and innovation suggestions based on employee satisfaction. Enterprise reform and management. 2017 (1).
 Alfonso, Sousa-Poza, Henneberger. Analuzing job mobility with job turnover intentions: an international comparative Study. Economic Issue, 2004 (5): 138.
 Li Shuling, Zhang Ychi, Liu Peng, Deng Jianxiu. A study on the moderating effect of career satisfaction in the decision of sales employees' propensity to leave in China. Market and Demographic Analysis, 2005 (01): 42-48+74.
 Zhao Jixin, Wang Mengxi, Zhao Dali. Research on factors influencing employee turnover in Internet companies based on Price-Mueller model. Journal of Hebei University of Economics and Business, 2018, 39 (05): 93-101.
 Ling Wenbang, Fu Yiqun, Fang Liluo. Influencing factors of enterprise workers' intention to leave. Talent Outlook, 2003 (08): 34.
 Nie, Q., Xie, Y. Family-supportive supervisory behavior and turnover tendency: the two-way effect of work-family conflict multiple mediators of work-family conflict and job satisfaction. China Human Resource Development, 2018, 35 (01): 48-59. doi:10.16471/j.cnki.11-2822/c.2018.01.005.