The Relationship Research Between Turnover Intention And Newcomers' Organizational Socialization Of Chongqing Private Enterprises

High resignation is a very common phenomenon in private enterprises, a large number of brain drain has seriously endangered the survival and development of enterprises. Solving the problem of resignation has a very important theoretical and practical significance.The purpose of this paper is to explore the situation of newcomers' organizational socialization and the relationships between turnover intention and newcomers'organizational socialization of Chongqing private enterprises from perspective of organizational socialization content, and make recommendations from the theoretical framework, literature and empirical analysis of the survey findings to reduce staff turnover rate.The study takes private enterprises of Chongqing as an example, issuing 300questionnaires in all. Thereare 254 questionnaires recovered. The effective rate of the questionnaire was 76%. On the basis of descriptive statistics, independent samples T test, variance analysis for the survey data, the main conclusions of the study are as follows:1.The newcomers' organizational socialization degree is at a medium level. In the four levels of organizational socialization, they have higher acceptance of coworker support and understanding of organization, but lower acceptance of training and future prospects, Especially, the payment and opportunity of promotion.2.Analysis of newcomers'organizational socialization situation, there is only a significant difference between males and females in understanding of organization, and males' organizational socialization degree is higher than that of females. The difference of newcomers' age have obvious differences on organizational socialization, and as age growing, the degree of organizational socialization is up. The difference of educational background have obvius differece on organizational socialization, the higher educational bakground is, the higher organizational socialization degree is. There is a significant difference between the married and the unmarried on training and coworker support and understanding of organization, the married's degree is higher than that of the unmarried. The difference of newcomers' work time at the same enterprises have obvious differences in coworker support, and as the time increasing, the degree of organizational socialization is up.3.Using the analyse of Pearson, the results show that only understanding of organization and furture prospects have negative correlation with turnover intention. The stepwise regression analyse shows that only furture prospects and training can forecast turnover intention, and can explains 16.9% variables.4.Demographic characteristics will affect newcomers in the level of turnover intention. There is a significant difference between the married and the unmarried on turnover intention, the unmarried's turnover intention is higher than that of the married. The difference of newcomers' work time at the same enterprises have obvious differences in turnover intention, as the time increasing, the level of turnover intention is down. The difference of educational background have obvius differece on turnover intention, the higher educational bakground is, the higher turnover intention level is. There isn't a significant difference between males and females on turnover intention, but females' turnover intention is higher than that of males. The difference of newcomers' age haven't obvious differences on turnover intention, but as age growing, the level of turnover intention is down.Based on the above findings, this paper provides a few suggestions to private enterprises of Chongqing. First, establish effective system to looking for newcomers. Secondly, perfect training system. Thirdly, strengthen management of profession career and widen the the road of promotion. Fourthly, establish scientific management of payment. Fifthly, simplify interpersonal relationship of internal enterprises. Sixthly, construct enterprise culture that should adapt to private enterprises. Seventhly, enhance encouragement and communication in order to reinforce credit of internal organization.