Study On Turnover Intention And Career Management Of Middle-aged Knowledge Employees In State-owned Enterprises Of Chongqing

With the development of the expanding economy, of the numerous resources in the enterprises, the human uniqueness and in substitutability has determined the human resources as the direct and critical strategic resource to the core competitiveness of the enterprises. And, further more, among all these human resources, it is the middle-aged knowledge staffs with the rich experience and exquisite techniques that serve as the backbone of the enterprise development. Therefore, to a large extent, the management of these people has determined the future- success or failure- to the enterprises. In particular, the quality management to the career development of the staffs is taken as not only the most effective measure to stimulate the capabilities of these people, but also the main means for the sustainable development for the enterprises. So, the career management for the knowledge-based staffs has got more and more concerns from the enterprise management and academic circles.Based on the integrative application of various methods like documentary analysis, structured interview, open questionnaire and close questionnaire conducted on the turnover intentions and career development among about 230 middle-aged knowledge staffs from 8 representative state-owned enterprises in Chongqing, the thesis attempts to explore their career development, their key evaluation of the organization career management, the actual practice in the organization and the individual career management through the analysis of the current turnover intentions situation and the problems or obstacles for these people. All these effort aims to bring up the relevant management strategy of the career development on the basis of the understanding of the individual psychological needs and behaviors.The empirical study has shown that:The survey on the turnover intentions of the middle-aged knowledge staffs has revealed that the percentage of these staff members with turnover intentions in the rising period is much higher than that of those staffs in the stable period.According to the comparisons in ages, genders, and professions respectively, it has also indicated that there exist differences in these three separate aspects.The turnover-intention problems and obstacles for them mainly arise from the followings such as the personal level, work level, organization level and environment level. Based on the turnover-intention problems and obstacles, the thesis plans to come up with the win-win measures that promote the career development for the middle-age knowledge staffs from both the personal level and enterprise level.The thesis makes endeavors to put forward the new management strategies of career development for the human resources management of Chongqing enterprises and, further, provide some theoretical guidance and references for the domestic organizations to make better applications of the career development management and retain the middle-aged knowledge staffs.