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

Yang-Chun Fang, Jia-Yan Chen, Xu-Dong Zhang, Xin-Xing Dai and Fu-Sheng Tsai
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Yang-Chun Fang: Global Institute for Zhejiang Merchants Development, Zhejiang University of Technology, Hangzhou 310023, China
Jia-Yan Chen: The School of Management, Zhejiang University of Technology, Hangzhou 310023, China
Xu-Dong Zhang: The School of Management, Zhejiang University of Technology, Hangzhou 310023, China
Xin-Xing Dai: The School of Management, Zhejiang University of Technology, Hangzhou 310023, China
Fu-Sheng Tsai: North China University of Water Resources and Electric Power, Zhengzhou 450046, China

IJERPH, 2020, vol. 17, issue 17, 1-17

Abstract: 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.

Keywords: inclusive talent development model; new generation employees; questionnaire investigation; turnover intention; work passion (search for similar items in EconPapers)
JEL-codes: I I1 I3 Q Q5 (search for similar items in EconPapers)
Date: 2020
References: View references in EconPapers View complete reference list from CitEc
Citations: View citations in EconPapers (6)

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