Study On Knowledge Type Staffs' Turnover Intention In Middle And Small-scale Private Enterprises

The 21st century will be the era that the knowledge economy occupies a leading position and knowledge type staffs become the key resources of enterprises. But in reality, the rate of knowledge type staffs' turnover has been remaining high all the time, which becomes the difficult problem of perplexing each enterprise, especially for vast middle and small-scale private enterprises. Seeking the reasons of knowledge type staffs' turnover and making corresponding countermeasures to reduce turnover rate are the key points for human resource management of enterprises.This thesis selected turnover intention of knowledge type staffs in middle and small-scale private enterprises as research object. The purpose is to verify the key variables and make corresponding countermeasure to reduce the rate of knowledge type staffs' turnover in middle and small-scale private enterprises.On the basis of reviewing the domestic and international existing research results, combing the characteristic of the research object, salary and fairness of assigning, development prospect, interpersonal relationships, enterprise's system, work condition, working independence, human nature view, working satisfaction, organization commitment are selected as the key variables of this thesis. Five hypotheses are proposed to establish the theoretical frame. This thesis adopted such many kinds of methods as questionnaire investigation, individual interview, statistical analysis, econometrics analytic approach, etc. The model concerning the factors of influencing the turnover intention of knowledge type staffs in middle and small-scale private enterprises were structured. This model indicates working satisfaction and organization commitment directly influence turnover intention. Salary and fairness of assigning, development prospect, interpersonal relationships, and enterprises' system influence the turnoverintention through working satisfaction. Work condition and human nature view influence the turnover intention through organization commitment. So, this thesis proposes middle and small-scale private enterprises should establish the management idea that people first, structure the reasonable salary system, build good environment inside enterprises, enforce enterprise's strength of one' s own, improve the human resource management state constantly to improve knowledge type staffs' working satisfaction and organization commitment and reduce turnover intention.Compared with existing research results at home, this thesis analyzed some factors in a same frame such as working satisfaction, organization commitment, turnover intention, salary and fairness of assigning, development prospect, work condition, etc. So, the visual angle of study is unique. Meanwhile, quantitative researches about turnover intention of knowledge type staffs in middle and small-scale private enterprises are yet rare. So, this thesis has certain exploration. The more important thing is that this thesis added a new variable, i.e. human nature views of enterprises, which further verified and enriched existing turnover theory. The research results can be used for guiding the human resources management practice of middle and small-scale private enterprises. There is very important realistic meaning to middle and small-scale private enterprises to improve human resource management level, arouse the enthusiasm of knowledge type staffs and improve their contributive rate to enterprises' development.