Research On The Influence Factors Of Post-80's Knowledge Workers Turnover

With the rapid development of knowledge economy, knowledge worker being enterprise knowledge carrier is the core resource which can help the businesses to gain competitive advantage. Since "post-80's " who was born in 1980s have gone to work, they have become an important part of knowledge-based workforce in the enterprise. They are both the main creators of enterprise's future value and the potential resources to achieve sustainable development of the enterprise. Due to different growth background, there are obvious differences between post-80's employees and pre-80's both in work value and behavior characteristics, which are mainly reflected by defying authority, highlighting individualism and high staff turnover etc. in workplace. To a certain extent, these issues have hindered enterprises' stability and development and also presented serious challenges to enterprises. Therefore, how to achieve the effective management of post-80's knowledge worker becomes a critical and realistic issue for the modern company.Taking post-80's knowledge workers as the research object and drawing on the review of domestic and foreign existing literature and research achievement, the research summarized and analysed the feature, current situation, development trend of post-80's turnover, and also analysed the influence of post-80's turnover on enterprise operation. Based on the empirical survey and study, the research discussed the influence factors of post-80's employee turnover, included job satisfaction, organizational commitment and individual characteristics. In the research some standard research methods, such as structured interview and questionnaire survey were used. In addition, exploratory factor analysis, reliability analysis and correlation analysis were also applied for data analysis by using the SPSS17.0. The results showed that job satisfaction and organizational commitment both were negatively correlated with post-80's turnover intention; individual basic information, capability and interests had some significant effects on post-80's turnover intention. Based upon the results, the thesis provided some management countermeasures for post-80's knowledge worker turnover from three aspects: establishing an early-warning system, perfecting human resource management system and developing the follow-up management of worker turnover, which could help enterprises to realize efficient control and management of post-80's knowledge worker turnover and reduce the turnover rate.Finally, a case study of "S Company" was conducted. It analysed the shortages, problems of post-80's knowledge worker management as well as the reasons for them in S Company. And according to the actual situations of S Company, a serious of suggestions for improving the management system were put forward.