The high turnover rate of new generation employees is becoming an increasingly important issue for business and academia. Based on self-determination theory and conservation of resource theory, our study explores the impact of the inclusive talent development model on the turnover intention of new generation employees and the mediating role of work passion. Based on the questionnaire of 290 new generation employees’ data from China, after common method biases and reliability and validity tests, we used SPSS, Mplus and bootstrapping for empirical analysis. The result showed that the inclusive talent development model includes the diversified talent team construction, rational tolerance of employee’s opinions and failures, emphasis on employee’s training, emphasis on fairness and win–win and emphasis on employee’s advantages. The work passion has been divided into harmonious passion and obsessive passion. Among them, rational tolerance of employee’s opinions and failures, emphasis on employee’s training and emphasis on fairness and win–win have a significant positive impact on harmonious passion. Emphasis on fairness and win–win and emphasis on employee’s advantages have negative correlation with obsessive passion. The employee’s harmonious passion is significantly negatively correlated with the turnover intention and the obsessive passion is significantly positively correlated with the turnover intention. In addition, the harmonious passion plays a mediating role between rational tolerance of employee’s opinions and failures, emphasis on employee’s training, emphasis on fairness and win–win and employee’s turnover intention, while the obsessive passion plays a mediating role between emphasis on fairness and win–win and emphasis on employee’s advantages and employee’s turnover intention.

https://www.mdpi.com/1660-4601/17/17/6054/pdf

The Impact of Inclusive Talent Development Model on Turnover Intention of New Generation Employees: The Mediation of Work Passion.

As the decision-makers and implementers of a firm’s financial strategy, executives play a critical role in cash holding activities, and their psychological characteristics have a major impact on cash holdings. This paper investigates the association between CEO organizational identification and firm cash holdings. The empirical results show that CEO organizational identification is negatively associated with firm cash holdings, and the negative association is more pronounced when the level of financial development is higher and economic uncertainty is lower. Further analysis reveals that the higher a CEO’s organizational identification, the higher the firm’s R&D investment and capital expenditure, and high CEO organizational identification can increase the value of firm cash holdings. Overall, our findings supplement the literature on organizational identification and cash holdings, and on the effect of executives’ psychological characteristics on corporate financial decision-making.

CEO organizational identification and firm cash holdings

To improve unsafe workplace of Chinese SMEs, this paper aims to use the multi-agent simulation experiment to reveal the relationship between employees’ safety voice and safety level of enterprises.,Through simulation of employees’ safety voice activities, enterprises’ production activities, enterprises’ safety activities, an experiment platform is built. The experiment introduces external variable of labor resource and sets four experimental situations considering whether labor resource is sufficient and whether employees’ value is significant.,The result shows that not all the employees’ safety voice can change small- and medium-sized enterprises’ safety level. When there is sufficient labor supply, employee safety voice cannot improve the safety level of enterprises; when there is short of labor and employee safety voice is strong, safety level can be effectively improved. When employees have the strikingly different value variance, safety voice of common employees cannot improve safety level of enterprises, but employee safety voice with high value can improve safety level.,This fully provides that under the circumstances of disappearing demographic dividend in China, improving employees’ safety awareness and reasonably using their safety voice can boost SMEs to enhance safety level.

Study of the influence of employee safety voice on workplace safety level of small- and medium-sized enterprises

Purpose- This study aimed to examine the predictive role of organizational-based self-esteem and organizational identification on turnover intention while also studying the mediating effect of organizational trust among employees across five organizations.
Design/Methodology- This study utilized the cross-sectional research design and quantitative approach for data collection.  The study sample comprises 131 employees drawn from five organizations with a mean age of 33.15 years (SD, 7.97). Standardized instruments (questionnaires) were used for data collection. The IBM-SPSS Statistics and Hayes PROCESS macro (model 4) was used for testing the hypotheses and conducting the mediational analysis.
Findings- The results of the study revealed a significant negative relationship between organizational-based self-esteem and turnover intention (β= -.33, p < .01), and also a significant negative relationship between organizational identification and turnover intention (β=-.29, p < .01). Organizational trust was also found to mediate both relationships.
Practical Implications- The results of this study highlight the importance of organizational-based self-esteem, organizational identification and trust in reducing turnover intention. The study recommends that to keep employees in the organization, human resources management (HRM) needs to foster trust, build practice that will promote identification and attachment, and enhance the relationship between the organization and employees.

Organizational-Based Self-Esteem and Organizational Identification as Predictors of Turnover Intention: Mediating Role of Organizational Trust

El presente estudio tuvo un doble objetivo: por un lado, desarrollar y validar una Escala de Intenciones de Renunciar al Trabajo (IR) y, por otro lado, verificar un modelo explicativo de las IR en el que la percepcion de apoyo organizacional (PAO) y la identificacion organizacional fueron propuestas como variables predictoras. El Estudio 1 consistio en el desarrollo de la Escala de IR, cuya version final de 7 items fue validada con datos provenientes de 233 empleados argentinos (54.5% varones). Analisis factoriales mostraron la estructura unidimensional de la escala, con satisfactorios indices de ajuste y elevada confiabilidad (α = .91). El Estudio 2 puso a prueba el modelo explicativo propuesto para las IR utilizando datos recabados de una muestra por conveniencia de 339 empleados argentinos (54.9% mujeres). El analisis de ecuaciones estructurales arrojo que tanto la PAO como la identificacion organizacional constituyen predictores significativos de las IR de empleados argentinos.

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Intenciones de Renunciar al Trabajo: Propiedades Psicométricas de una Escala y Relaciones con la Percepción de Apoyo y la Identificación Organizacional

Zhang Shuhua

Papers

A meta-analysis of the relationship between organizational identification and turnover intention