An Empirical Study On Managers' Dimission Of Private-owned Enterprises

With the continuous development of market economy, Private-owned enterprises are making more and more contributions to Chongqing's economy. However, there are some factors that do not adapt to the development of market economy. One of the most serious problems is Brain drain caused by higher turnover rate, especially managers'dimission, which is the largest obstacle that restricts the development of the Private enterprises in Chongqing. If this problem cannot be solved, the development and grandness of Private-owned enterprises in Chongqing will certainly be influenced, and the development of Chongqing's economic will also be restricted.The author interviewed some managers in private-owned enterprises in Chongqing, in form of questionnaire and visitation. Appling SPSS11.5, by the factor analysis according to the information collected. Five common factors -organization factors, relationship with colleagues, system of salary and welfare, family factors and work itself are drawn to measure the factors that caused the turnover of managers in private-owned enterprises in Chongqing. The results of correlation analysis between these factors and turnover intention show that there are positive correlations between organization factors, relationship with colleagues, system of salary and welfare, family factors and turnover intention. These factors, especially system of salary and welfare, as well as organization factors, have obvious influence on the turnover intention of managers in private-owned enterprises. However, the factor of work itself has no obvious influence on the turnover intention of managers in private-owned enterprises. By the variance analysis of the influence of individual's characteristics on work itself, organization factor, salary and welfare, relationship with colleagues, family factors and turnover intention, the results show that gender has an obvious variance on relationship with colleagues, female employee is inclined to turnover for the reason of relationship with colleagues; Marriage has an obvious variance on family factor and turnover intention factor, which means married employees are inclined to turnover because of family factor, and the turnover rate of unmarried employee is higher than that of married employee. Working duration has an obvious variance on organization factor, salary and welfare, relationship with colleagues, family factor and turnover intention, which indicates that employees with a working duration of 1 year or below are inclined to turnover because of family factors, employees with a working duration of 3-5 years are inclined to turnover because of organization factor; employees with a working duration of over 5 years are inclined to turnover because of system of salary and welfare, and turnover rate of them is higher than the other's rate. Age only has obvious variance on family factor, which indicates that employee who is less than 30 years old are inclined to turnover.According to the results, The author raises some suggestions, for example, the company should make a fair system of salary and welfare, respect and reflect the value of an employee, improve organization system, adapt a regulation of keep talents, create a relaxed relationship strategy. These suggestions are references for private-owned enterprises when they make measures of reserve talents. The author took the S private-owned enterprise of Chongqing for example. Through the analysis of situation of human resource management, and investigation and visitation of employees in this enterprise, the author found out that salary system, promotion system and construction of corporate culture are the key factors that influence the turnover rate of managers in this enterprise. Then some corresponding strategies and measurements are adopted, and it succeeded to some extent, which is a reference for the management of dimission of managers in private enterprises in Chongqing.