Study On The Turnover Intentions Of ShiYan Telecommunications Industry

With the aggravation of human resources competition of telecommunication industry, the staff's high turnover rate has already become one of the main problems that perplex the enterprise's administrator. The turnover of staff will inevitablely cause losses of human capital investment, damage other staff's morale, even influence the development strategy of the enterprise. Then, what on earth causes leaving intention of the staff? How to measure these factors? The answers of these two questions are the keys to managing staff's behavior of leaving. In this article, we review the turnover intension theories worldwide at first and introduce the current situation about ShiYan Telecommunication industry, then investigate the high turnover rate of key employees about ShiYan Telecommunicatio by individual interview and questionnaire investigation. We use 12 variables to measure the job satisfaction such as salary and bonus, housing conditions, working pressure,working intensity, working stability, quality training, attend in a advanced studies, interpersonal relationship,senior support, social position, career future, making full play of everyone ability etc.Through the analysis of SPSS10.0, we find there are 8 variables' values lower than the medium, which means that the job satisfaction is relatively low. To this result, we study the correlation of these 12 variables. Finally using the method of "Principal component Analysis", we find 3 new factors can be used for explaining again. In order to find out the key factors of the staff's leaving, we mainly use the approach of personal interview and investigation questionnaire method. Through the analysis of the questionnaire of the staff's satisfaction in Shiyan telecommunication, three new factors that influence the staff's satisfaction are analyzed by SPSS. The first factor (F1) is the job development factor; the second factor (F2) is the welfare and salary factor; the third factor (F3) is the working pressure and intensity factor. Combine the data from SPSS analysis the results of the personal interview of the leaving employees, we regard as there are three main factors which influence the staff's turnover intentions: First is the factor of job development; Second is the factor of welfare and salary; Third is the factor of working pressure and intensity. To these three factors, we recommend some different motivation plans separately in the sixth charpter.