Purpose

The reasons for turnover intention of millennial employees show intergenerational differences and gradually have become a hot topic in the field of management. From the perspective of knowledge management, this paper aims to explore the mechanism of individual knowledge distance on the turnover intention of millennial employees. Based on the social comparison theory and the person-environment fit theory, this study discusses the moderation role of individual perception of organizational innovation climate in this model by integrating social and cultural factors into the cognitive behavior model, and empirically tests the impact of individual knowledge distance on the turnover intention of millennial employees.

Design/methodology/approach

In this paper, 585 valid questionnaires were collected from the millennial employees, and the moderated intermediary model was empirically tested by using hierarchical regression analysis and conditional process analysis.

Findings

The results show that the knowledge distance between individuals has a significant positive impact on the turnover intention of the millennial employees; the ability-based Mianzi stress has a significant positive impact on the turnover intention of the millennial employees; in organizations with a high innovation climate perception, the ability-based Mianzi stress partially mediates the positive impact of the knowledge distance between individuals on the turnover intention; the organizational innovation climate perception positively moderates the influence of individual knowledge distance on ability-based Mianzi stress, and the boundary condition of ability-based Mianzi stress is discussed, which shows that knowledge distance can induce ability-based Mianzi stress only when individual are able to perceive organizational innovation climate.

Originality/value

This study explores the influence mechanism between knowledge distance and employee turnover intention from the perspective of Mianzi, which is a supplement and enrichment to the study of millennial employees’ turnover intention. It enlightens managers to take effective measures to reduce the negative impact of knowledge difference among millennial employees in the process of actively creating innovation climate in the organization. Because Western countries also have face problems, the conclusion of this study is also of practical significance to managers in Western countries.

中文翻译：

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知识距离对千禧一代员工离职意愿的影响：基于面子的视角

目的

千禧一代员工离职倾向的原因呈现代际差异，逐渐成为管理领域的热门话题。本文旨在从知识管理的角度探讨个体知识距离对千禧一代员工离职意愿的影响机制。本研究基于社会比较理论和人—环境契合理论，通过将社会文化因素纳入认知行为模型，探讨了个体对组织创新氛围的感知在该模型中的调节作用，并实证检验了个体知识对组织创新氛围的影响。千禧一代员工离职意愿的差距。

设计/方法/方法

本文从千禧一代员工中收集了585份有效问卷，通过层次回归分析和条件过程分析对调节中介模型进行了实证检验。

发现

结果表明，个体之间的知识距离对千禧一代员工的离职意愿有显着的正向影响；能力型面子压力对千禧一代员工离职意愿有显着正向影响；在具有高创新氛围感知的组织中，基于能力的面子压力在一定程度上介导了个体之间的知识距离对离职意向的正向影响；组织创新氛围感知正向调节个体知识距离对能力面子压力的影响，并讨论了能力面子压力的边界条件，表明知识距离只有在个体能够做到时才能诱发能力面子压力。感知组织创新氛围。

原创性/价值

本研究从面子的角度探讨知识距离与员工离职倾向的影响机制，是对千禧一代员工离职倾向研究的补充和丰富。它启发管理者在积极营造组织创新氛围的过程中，采取有效措施减少千禧一代员工知识差异的负面影响。由于西方国家也有面临的问题，本研究的结论对西方国家的管理者也具有现实意义。