Empirical Study On High-level Brain Drain Of Knowledge-based Enterprise

With the era of economic development and the evolution of knowledge-based ,The enterprises have to continuously develop and improve, the market concept enjoys popular support.The high-level talentvof knowledge-based enterprises have mastered the skills of a professional or have very high leadership qualities, high job autonomy, viewing work as a way to realize the value of life. The loyalty to the organization is becoming less and less in the process of pursuing self-realization.They often leave the organization because of various reasons, looking for new organizations to play their own potential. High-level personnel has its special nature, whose resignation would result more losses to the enterprise than average employees, the loss to the enterprise may be impossible to measure.Therefore, it would help corporations to integrate human resources and save the cost of employee turnover to research into the reason and discipline of high-level brain drains in knowledge-based enterprises, which would promote the development of enterprises. Current research is that the theory of employee turnover employee turnover models mostly from developed countries in the West, for the Chinese situation, in particular economic, political, and cultural background, we need the study of their own distinctive model of employee turnover. And domestic research results have been mostly aimed at the general staff turnover established model to study the content of most of factors on the flow and summarized, and systematic analysis of knowledge-based enterprises in the high-level problem of brain drain has little or nothing in literature. Therefore, this article will be the loss of high-level knowledge of business factors as the main content, high level of knowledge-based enterprise talent management theory and practice of exploration.This study adopts exploratory analysis and empirical interview survey mode, through to the knowledge staff erosion affecting factors and mechanism, the main conclusions include such as:1. The high-level personnel working life quality, the higher the loss balance degree tend to lower; Organizational trust commitment level higher, erosion tendency is lower.2. Working life quality of high-level personnel of organizational trust has significant positive impact on promises.3. Of high-level personnel organization trust commitment is work and life quality and high-level talents of leaving the intermediary variable tendency. Work and life quality level of high-level talents loss tendency though an important role, but more important organizational trusts commitment.Besides, this research also found that high-level talents education degree by the higher level of the lower, erosion tendency; The longer worked in the same company,the lower tendency in erosion ; Male are easier to leave.