THE IMPACT OF ORGANIZATIONAL TRUST ON EMPLOYEE RETENTION INTENTION: THE MEDIATING EFFECTS OF MANAGEMENT INNOVATION AND JOB SATISFACTION

Abstract

This study focuses on exploring the crucial impact of organizational trust on employees' intention to remain within a complex and dynamic organizational environment. It thoroughly investigates the mediating roles of management innovation and job satisfaction within this relationship. Employing a quantitative research design, large-scale empirical data were collected from employees in Chinese enterprises to validate hypotheses and correlation patterns. The findings reveal significant positive associations between organizational trust, management innovation, job satisfaction, and employees' intention to remain. Specifically, both management innovation and job satisfaction mediate the relationship between organizational trust and employees' intention to remain, thereby strengthening this connection. This research provides substantial insights for human resource management, aiding in the formulation of effective talent retention strategies that enhance employee loyalty, intention to remain, and ultimately foster the stability and growth of enterprises. In the post-pandemic era, this study offers practical guidance for human resource management in Chinese enterprises and propels innovative practices in organizational development. By in-depth analysis of influencing factors, this research furnishes theoretical support and empirical groundwork for business decision-makers and the academic community alike.