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

Yangchun Fang · Jiayan Chen · Xudong Zhang · Xinxing Dai · Fu-Sheng Tsai

46 citations0/0 files storedInternational Journal of Environmental Research and Public Health

No readable copy stored yet — this record is metadata only.

No open-access location is known for this record yet.

Literature note Cite in a project Citation map

Job Satisfaction and Organizational Behavior Employee Performance and Management Human Resource and Talent Management

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.

Paper brief

Loading…

Cite this work

Citation unavailable for this work.

BibTeX RIS CSL-JSON

No public copy is stored for this record, so only the metadata is cited.

Citations in this library

Citation map →

Stored only when both papers are in the corpus — 46 citations exist upstream.

References

2000The "What" and "Why" of Goal Pursuits: Human Needs and the Self-Determination of Behavior 2001The Influence of Culture, Community, and the Nested‐Self in the Stress Process: Advancing Conservation of Resources Theory 1959Motivation reconsidered: The concept of competence.1963Motivation reconsidered: The concept of competence.2014Getting to the “COR”2010Inclusion and Diversity in Work Groups: A Review and Model for Future Research 1989Self-determination in a work organization.2017Inclusive leadership: Realizing positive outcomes through belongingness and being valued for uniqueness

Cited by

2022The association between sleep quality and psychological distress among older Chinese adults: a moderated mediation model 2021Distributed Leadership and New Generation Employees’ Proactive Behavior: Roles of Idiosyncratic Deals and Meaningfulness of Work 2022Employee Satisfaction, Talent Management Practices and Sustainable Competitive Advantage in the Northern Cyprus Hotel Industry 2022Decent Work and Turnover Intentions Among Chinese Millennials: A Longitudinal Study

Explore the map →

Papers that cite the same references — the relational fallback while embeddings are still backfilling.

Imported from OpenAlex (CC0) — nothing here is generated.