Employee Turnover Analysis And Experimental Research Of Graduates Of Finance And Economics Specialties

With the economic development of the world, organizations have been fighting for the talented people intensely after the human beings get into the twenty-first century. The competition among organizations has changed into the competition among the talented people. So every organization must tap the talented people,train them and provide the opportunities of development for them, but it is crucial that organizations must remain the talented people. Of course, reducing the percentage of the Employee Turnover is one of duties of the human resource department of organizations. It is undoubted that any organization pays great attention to the core employees, and they can take measures to reduce the percentage of the Employee Turnover, but many organizations don't pay great attention to the graduates entering into them lately with graduates increasing more and more. And it hardly takes time for organizations to care for if the graduates leave them posts. However, we are anxious about the graduates'leaving their posts frequently and it becomes a difficult problem when organizations recruit new employees. So it is significant to organizations, colleges and graduates that the thesis researches into the problem of the Employee Turnover of graduates.Many scholars have researched the Employee Turnover, including the theory of Employee Turnover owing to the laborer market, the theory of Employee Turnover owing to the factors of organizations and individuals. Firstly, by the Employee Turnover theories, the thesis researches what factors are the crucial factors that influence the Employee Turnover of graduates of finance and economics specialties among organizational factors, individual factors, economic factors and educational factors and researches the relative level between the Employee Turnover of graduates of finance and economics specialties and the job satisfaction and the organizational commitment.Secondly, the finance and economics specialties were developed after the reforming and opening of China, and became very hot specialties. They have experienced three periods, including the short, the hot and the surplus. Graduates of finance and economics specialties face to the contradiction that they find jobs difficultly and they leave their posts frequently. The high percentage of Employee Turnover increases the cost of organizations and graduates.Thirdly, the thesis chooses the 6% graduates of 2001 grade and the 2% graduates of the other grades (1998, 1999 and 2000) of the South Western University of Finance and Economics as the samples with the questionnaire to research the Employee Turnover of graduates of finance and economics specialties. And the thesis analyses the data by the SPSS12, including the description statistics analysis, the factor analysis and the relative analysis. The thesis draws a conclusion that the individual factors and the organizational factors are the chief ones that influence the Employee Turnover. The thesis verifies the conclusions that there is the negative relation between the Employee Turnover and the job satisfaction, and there is the negative relation between the Employee Turnover and the organizational commitment, too.Lastly, the thesis provides many suggestions to the universities of finance and economics, the organizations and the graduates.