The Impact Mechanism of University Graduates’ Organisational Commitment on Turnover Intention in Early Career Stage: The Moderating Role of Career Resilience

Abstract

Employment is the cornerstone of people's livelihood. With the number of university graduates increasingly growing in recent years, the employment situation in China tends to be grim. This study takes university graduates as the research object to explore the mechanism of organizational commitment in early career on turnover intention and the moderating effect of career resilience. In this study, the snowball online sampling method was used to issue questionnaires, and the 5-point Likert scale was used to measure the three scales, and the reliability and validity were analyzed. It is found that the organizational commitment and its five dimensions have a significant negative impact on the turnover intention of university graduates in their early career stage. The higher career resilience is, the less significant the moderating effect is, indicating that the two sub-hypotheses about the moderating effect of occupational resilience are not supported. The focus on the turnover intention of university graduates in the early career stage under the background of China adds new value to turnover intention research as well as university graduates employment.