Abstract
Previous studies on the relationship between developmental support and turnover intention are inconsistent. Therefore, this article introduces person-job matching and professional self-management as the moderating variables of the relationship between the two. The study found that ability matching and professional self-management both regulate the relationship between the two. For employees whose abilities do not match, developmental support has a negative predictive effect on their turnover intention; however, developmental support is not correlated with the turnover intention of the ability-matched individuals. For individuals with high professional self-management tendencies, developmental support has little correlation with turnover intentions. For individuals with low professional self-management tendencies, developmental support will be transformed into a sense of organizational support, which negatively predicts employees’ turnover intentions. Finally, person-job matching and professional self-management jointly regulate the relationship between the two. The research results of this article provide some enlightenment for the human capital investment strategy of enterprises.
Highlights
In recent years, companies have invested a lot of money, time and effort in the development of employees
(3) Professional self-management is positively correlated with turnover intention (r=0.308, p
This research shows that, as a whole, the developmental support of the company can effectively reduce the employee's intention to leave. This effect is affected by individual differences
Summary
Companies have invested a lot of money, time and effort in the development of employees. Studies have found that the on-the-job training and development programs of enterprises can effectively improve the workrelated abilities and work performance of employees. The developmental support of enterprises to employees is becoming more and more important in management practice. This importance mainly comes from two aspects: On the other hand, the way of human capital management has gradually attracted the attention of management practitioners. When dealing with the problem of personnel mobility, traditional human resource theories seem to have no skills. Shi. Management practitioners began to look for new management theories to deal with these new management problems. As a concrete manifestation of human capital investment, the developmental support of enterprises will effectively increase the human capital stock of enterprise employees
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