The Effect Of Individual And Organizational Factors On Employee Turnover

Along with the economy globalization, the competence for the talent employees in the market is increasing. Highly raised employee turnover tendency is giving sleepless night to human resource managers. This dissertation hopes to find out the main reasons of present turnover situation and bring out efficient methods to decrease the turnover rate on the basis of individual and organizational factors research.First, basing on the turnover review, this research brings forward 8 individual factors hypotheses, the significant difference on gender, age, marriage situation, years of attend work, salary, enterprises'property as well as position. Second, it carries on an exploratory study on the basis of case study. 5 organization factors, career development, job security, rewards fairness and relationship have been abstracted. Third, an employee behavior questionnaire has been introduced to carry out 381 employees'investigation.SPSS statistic results show that turnover intention makes a significance difference on gender, age, marriage situation and enterprises'property. The correlation analysis shows that the organizational factors, career development, job security, rewards fairness and relationship, making significant effects on turnover intention. Regression analysis shows career development and job security entered regression equation which means the highest hierarchy of needs, career development, and the lowest hierarchy of needs, job security, are the most significant organizational factors on turnover intention. Based on the research result, this dissertation puts forward some material and emotional suggestions on the employee retainment management.At the end of this paper, the integrated management of employee turnover and the investigation for different economy development stage as future research direction are brought forward.