Study on the Moderating Effect of the Employee Psychological Empowerment on the Enterprise Employee Turnover Tendency: Taking Small and Middle Enterprises in Jinan as the Example

  •  Kai Yao    
  •  Xiaoming Cui    


In the knowledge economy, the competition among enterprises is the competition about talents in the final analysis, and the intelligence capital becomes the key to build the core competitive advantage of enterprise. However, the abnormal turnover of employee will not only waste the human capital investment of enterprise, but also make against the implementation of the enterprise strategy and the construction of the culture. Based on the Price-Mueller (2000) model, this article adopts the definitions of the control variable, the structured variable, and the environment variable about employee turnover tendency, and creatively introduces the “employee psychological empowerment” as the Moderating variable to design and survey the questionnaire, and uses SPSS to regress in a stepwise way. The test result of the structure model by the empirical research shows that the fair allocation, the promotion opportunity, the monotonous work, the social internal support, and the exterior work chance are main factors to influence the employee turnover tendency, and the employee psychological empowerment could adjust enterprise employees’ turnover tendency. Finally, this article suggests that enterprises should harmonize the relationship between the leader’s authorization behavior and the employee’s psychological empowerment to create healthy enterprise culture and promote effective talent encouragement.

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