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Abstract The frequent voluntary turnover of Chinese new generation knowledgeable employees has raised concerns of social and academic circus. However, there is short of full understanding of how unmet expectations influence their turnover intentions in collectivism cultural background. This research expands the contents of unmet expectations and discusses the intervening mechanism of unmet expectations on turnover intentions by integrating self-discrepancy theory and affective events theory. Through 497 questionnaires, the research finds out that Chinese new generation knowledgeable employees’ positive emotions would mediate the relationship between their unmet expectations and career commitment. Career commitment would positively influence turnover intentions. By controllingjob satisfaction and organizational commitment, the mediation analysis indicates Chinese new generation knowledgeable employees’ negative emotions would mediate the relationship between their unmet expectations and career commitment. Career commitment would positively influence turnover intentions.
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Received: 26 July 2017
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