Research On The Forming Mechanism And Management Countermeasure Of The Turnover Tendency Of Young Science And Technology Talents

Science and technology constitute a primary productive force while talents become a primary driving force.If we are to pursue innovation-driven growth,we are expected to keep a team of highly creative and qualified science and technology talents.Whether an organization enjoys a steady number of such talents concerns its core competitiveness and even the sustainable development of science and technology.Unfortunately,a review into existing literature including surveys reveals that turnover is common among competitive young talents.The phenomenon has caused adverse effect to relevant organizations.How to make competitive young talents settle down in their working organization becomes a top concern of science and technology institutions.To solve this problem,we find it essential to study turnover tendency,for it is the best predictor variable of turnover behaviors.A research into turnover tendency has an important function of feed-forward control,and therefore can help relevant organization take precautions.In this paper,it is of great theoretical and practical significance to study the reasons for the turnover tendency of young talents,and to understand the reasons for the tendency to leave and to strengthen the management.Paper adopted the relevant theories of human resource management and psychology theory and literature research,questionnaire,correlation analysis,multiple regression analysis method,variance analysis to look into the forming mechanisms of the turnover phenomenon among competitive young science and technology talents.The main contents and achievements of the paper are listed as below: First,a forming mechanism of turnover tendency was built.The author first reviewed factors contributing to the formulation of turnover tendency.Then,the author built a multi-path mechanism model which comprises “satisfaction with development environment”,“organizational commitment” and “job embeddedness”.It was tested and verified that the model could effectively account for 47.7% of the causes of “turnover tendency”.The author established a mechanism model in which “opportunity perception” and “job embeddedness” regulate the formulation of “turnover tendency”.The author tested and verified the regulating effect of “opportunity perception” and “organizational connection”.Second,the author conducted difference analysis into the factors that contributed to the formulation of turnover tendency among competitive young science and technology talents of different growth stages.The findings reveal that,in the fields of “satisfaction with development environment”,“organizational commitment”,“job embeddedness” and “opportunity perception”,there are significant differences among young science and technology talents of different age groups and with professional ranks or titles.Third,the author explored effective countermeasures.The forming mechanism and the case of Chinese Academy of Agricultural Sciences(CAAS)were used to investigate the realities and features of the turnover phenomenon among young science and technology talents.The author established a regulation process that consists of three major links,namely,monitoring and warning,assessment and diagnosis,coordination and control.The author proposed priorities and countermeasures for solving the problem of turnover tendency among competitive young science and technology talents.The paper comes up with three innovations.The first innovation lies in research perspective.The paper investigated an unexplored sphere in the current relevant research,that's,the turnover tendency of young science and technology talents.Besides,the author conducted difference analysis into the factors that contributed to the formulation of turnover tendency among young science and technology talents of different growth stages.Furthermore,the author gave a case study to enrich the research perspective.The second innovation lies in model building.The author built,tested and verified a multi-path model for turnover tendency forming mechanisms.The multi-path impact mechanism of attitude-related variables and job-embeddedness-related variables on turnover tendency was revealed.This further enriched research on turnover tendency.The author also pinpointed what led to the formulation of turnover tendency of young science and technology talents.This provided a scientific theoretical framework for preventing and controlling turnover tendency.The third innovation lies in practical application.Based on the features of regulating the turnover tendency problem among young science and technology talents,the author offered a sound turnover tendency regulation flow.Using Chinese Academy of Agricultural Sciences(CAAS)as a case,the author developed a set of countermeasures to prevent and control the regulation of turnover tendency,including improving satisfaction with development environment,increasing organizational commitment and reinforcing job-embeddedness.The countermeasures are of reference value for how to keep a steady team of competitive young science and technology talents.