The Enterprise Voluntary Turnover Management Study Based On The Unfolding Model

With the reform, opening-up and economy transition in China, the labor force have more opportunities and space to make choose. And employ turnover has not been a new any more.A proper liquidity ratio of human resource is good for the enterprise, but it is bad for the enterprise if the ratio is high, which would bring them lots of negative influence.But quantitative studies on employee voluntary turnover, which has been mature in western countries, are found few in domestic literatures currently.This dissertation reviews the literature on voluntary turnover at home and abroad. Based on the Lee et al's unfolding model of voluntary turnover and through the conclusion and case study, the dissertation modified the unfolding model and supplies it under the Chinese background, and the same time, the dissertation suggested some advices about employee voluntary turnover management.Concerning about the current research and the unique culture of China, the dissertation chooses the organization commitment and the cost of turnover as the two factors to modify the voluntary turnover paths. As the Chinese society still hold on a conservative tendency, which affect the commitment, when the employee evaluate whether continued to stay or leave, the cost of turnover is quite relative with his judgment.There are four main paths in the modified model. Job satisfaction and organization commitment is the united factor to influence the path. And in the job search and evaluation process, the employee may evaluate the cost of the turnover, which influences the decision of turnover. In the path 1 and 2, the shock leads the employee to matching script, which makes the employee decide to leave even not to search other job opportunities. In path 3, the shock makes low job satisfaction and organization commitment, which accumulate, and then accelerate the employee to look for the job opportunities. The path 4 is divided into 2 sub path: the path 4a and path 4b. In path 4, there is not shock to happen, but is image violation. The path 4b is similar with the traditional turnover process.Concerning about the relations and family tendency in Chinese society, the dissertation selects three main factors to complement the unfolding model, which may answer the question: why there are still lots of people to stay? The relation is the first reason to explain why most people chose to stay even when they did not satisfy their job. The role conflict is based on the relations for one side, and the other it is represented more about time distribution between the job and the family. Relative responsibility is the third factor to hold on the employee.Aim at the research and modification above, the dissertation suggests some advises for the enterprise, which contain how to manage the employee before turnover and after it, and how to hold on the employee in the human resource management. For example, we can use various methods in recruiting to hold the get new employee, such as to use recommendation of the employee. And to found integrated file of the employee is also a good idea, which could predict the turnover when and how to happen.