The Research Of Influencing Factors And Countermeasure On SMEs' Employee Turnover Of China

High separation is a very common phenomenon in SMEs ,a large number of brain drain has seriously endangered the survival and development of enterprises, solving the problem of separation has a very important study and practical significance.The purpose of this paper is to explore the relationships between the characteristics of SMEs staff,organizational factors,job satisfaction and organizational commitment,and make recommendations from the theoretical framework,literature and empirical analysis of the survey findings to reduce staff turnover rate.Based on the study of SMEs'staff in Jinan City, this paper collected data from the survey,and analysis data using factor analysis,correlation analysis,regression analysis and analysis of variance by quantitative analysis and the test of reliability and validity.The results show that:Communication factors is negative correlation with turnover intention;Intrinsic satisfaction which is influenced by pay factors,promotion fact-ors,training factors,communication factors is negative correlation with turnover inten-tion;Efforts commitment which is influenced by pay factors,promotion factors,comm-unication factors is negative conelation with turnover intention.On The individual cha -racteristics,there is an obvious difference between perceptions of gender,age,educa-tion and posts on organizational factors,job satisfaction,organizational commitment; The perceptions of female workers is less than male employees in the training and pro -motion factors, but the perceptions of female workers is more than male employees in the external satisfactions;Along with the growth of age,the perceptions of the older to the pay factors,promotion factors,communication factors,job satisfaction and retention commitment is lower; Terms of academic qualifications, the staff of undergraduate degree and master's degree qualifications is a higher perceptions to pay factors, Specialist and high school graduates is lower; The staff of high school graduates and lower secondary education is a higher perceptions to efforts commitment,and the university academic staff is the least;The staff of the lower positions has a lower perceptions to promotion factors, job satisfaction and retention commitment,but the staff of the different positions has a increasing trend to efforts commitment,that is, with jobs increaseing ,the efforts commitment is increasing too. The innovation of this paper lies in the introduction of new theoretical model which is proposed on the basis of the domestic and foreign scholars empirical research and the amendmenting of assumptions.