The Model Of Emloyee Turnover In Railway Transport Enterprises

With the construction and perfection of socialist market economy, talent flow becoming more and more frequent, which is a way to improve efficiency of human resource allocation and also brings such risks as important talents losing, business technique leaking and temporary shortage of talents. Therefore, employee turnover gains more and more attention in the area of both enterprise and academic. Thus, the research on employee turnover in railway transport enterprises becomes a project supported by railway science and technology fund in 2000. The dissertation is based on the report of the project.There are many researches on employee turnover in foreign countries, but their conclusions can't be applied to our country for the differences in society, economy and culture. However, very few researches on this subject in our country are carried on and focused on high-tech enterprises, not on the state-owned. Hence, the research on the problem of employee turnover in railway transport enterprises is necessary not only for the practical but for the theory. The objective of the dissertation is the employees in railway transport enterprises and the research is focused on the employee turnover intention. Using the methods of statistics, multiple comparisons and covariance structure model to analyze the data obtained through the investigations into persons in charge of human resource management and employees in railway transport enterprise, the dissertation constructs the causal model of employee turnover , discovers the main factors that affect employee turnover and puts forwards countermeasures to stable employees in railway transport enterprises. And the dissertation is composed of five chapters and the following introduces the main content of each chapter.Chapter one tells the bad effects caused by employee turnover in railway transport enterprises and the target of the research to find out the key factors leading to employee turnover in railway transport enterprises and to put forwards countermeasures to stable employees. Then, the existing research achievements on employee turnover are commented to give a theory directing to the research.The factors that affect employee turnover in railway transport enterprises are analyzed preliminarily in chapter two. First, by analyzing the characteristic of human resource management in railway transport enterprises and the situation of employee turnover in these enterprises, this article gets the conclusions that the rate of employee turnover in railway transport enterprises is not high, but increasing very quick;the majority of the turnover employees are the young technical intelligences who have a high degree;the main factors that influence employee turnover are salary, exerting one's ability and the future of the industry. This part is a preparation for the followingmanagement questionnaire designing.The model of employee turnover model is constructed in chapter three. First, the enterprise management questionnaire is compiled and applied to investigate employees in railway transport enterprises. Using SSPS and Lisrel software to analyze the data, the article constructs the causal model of employee turnover. And the research indicates: (1) Turnover intention is remarkably correlative to individual characteristics like age, length of service, educational level, while not correlative to location, and is influenced by system restraint, management measures, rewards, motivation, prospect of enterprise future, impartiality of process and so on. (2) Lower job satisfaction and more job opportunity are important variables in leading to high rate turnover. (3) Both job satisfaction and organizational commitment are important latent variables influencing turnover intention, and job satisfaction is more important in explaining turnover intention. (4) Strict system restraint restricts employee turnover intention into action.According to the conclusion obtained from the model, countermeasures for employee retention are put forward. The strategy of employee retention is focused on the young technical intelligences having a high degree, on controlling the key process of recruiting employee and on having optimistic management to different enterprises and employees. Concrete countermeasures including: realistic review and authentic selection to make the applicants and the enterprises know each other and adapt to each other;introducing alternative wage distribution model to insure the competency and fairness of distribution;structuring unique corporate culture to enhance enterprises' cohere power;enhancing affective commitment to strengthen employees cleave for enterprises;setting up career plan to make employee be more competitive.In the end, the content of the research is summed up. And this article has contributes in designing questionnaire, using multiple comparisons and constructing model and has shortage in collecting data, designing questionnaire.