The Experimental Research Of The Turnover Of College Staff

In recent years, the phenomenon of college students frequent job-hopping has become a hot spot.We know that new employee is the fresh blood of a company, and it is the reserve strength of the future development of an enterprises. Therefore, a reasonable introducing student employee is very important to the development of an enterprise. However, the high turnover rate of the student employee has become an important issue in many companies. So, how to retain these student employees have become a very important issue that many enterprises must be faced.The main contents of this article: the first chapter focus on the research background, research significance, research content, research ideas and methods; the second chapter is literature review, which focus on the domestic and international literature on employee turnover. Through the existing model of employee turnover, we found the entry point for this study; Chapter 3 is about the theoretical model, based on previous literatures we found a new model about the employee turnover and present the related assumptions; chapter 4 is the research design, including the choice of research methods, the choice of observed variables, questionnaire design, selection of the research subjects, questionnaire distribution and collection, etc.; chapter 5 is the empirical analysis. By confirmatory factor analysis, we test the validity of the questionnaire and through the structural equation model analysis we verified the assumptions made in this article in chapter 3; at last, the sixth chapter is the conclusions and recommendations. In this part, according to the empirical results we present a number of recommendations for the related companies.Finally, the research found that the main factors which effect the student employees tend to leave the companies are: promotion opportunities, pay equity, relationships with colleagues, professional matching. These factors affect the turnover intention of employees through the intermediate variables job satisfaction and organizational commitment. At last we also present a number of recommendations to the related companies.