The Influence of Employability, Work Motivation and Job Satisfaction on the Turnover Intention of Higher Vocational Graduates in Shandong China

Abstract

This study selects 101 higher vocational graduates in Shandong Province China as the research sample for the pilot study, use PLS to construct a model of the influencing factors of higher vocational graduates turnover intention. Employability has no significant effect on turnover intention, work motivation has a significant effect on turnover intention, and job satisfaction has no significant effect on turnover intention. Employability has a significant effect on job satisfaction, and work motivation has no significant effect on job satisfaction. Employability does not significantly affect turnover intention through job satisfaction, and work motivation does not significantly affect turnover intention through satisfaction. This article is the latest research on the influencing factors of higher vocational graduates' turnover in Shandong Province by applying PLS, and has certain reference value for follow-up related research. Introduction Employee turnover is defined as the percentage of employees that leave a company and are replaced by new hires (Zhang, 2002). Employee turnover can be classified into two types: voluntary and involuntary. Voluntary turnover refers to decisions made mostly by employees who are leaving the organization, including all kinds of resignation; involuntary turnover refers to decisions made mostly by the firm, including fire, dismissal, and other kinds. Involuntary turnover can be expected and controlled by business owners, whereas voluntary turnover is difficult to forecast ahead of time. The influence of different types of employee turnover for enterprises is different, but too much voluntary turnover is adverse to the organization. Therefore, scholars pay more attention to voluntary turnover. Turnover intention(TI) is taken as a precursor of employee turnover (Aladwan et al., 2013). Another benefit of using turnover intention over actual turnover rate is that intention is easier to predict than turnover and is controlled by the individuals themselves (Shore & Martin, 1989).