Staff Turnover Tendency And Its Reletave Research

With social development, changes are taking place in people's concepts in job choices. What People are proud of is not dedicating their lifetime in one workplace any longer, but the pursuit of individual needs and personal value realization. The frequency of turnover phenomena will hinder the organization development and even have negative effects on social progress and harmony. How to control and reduce staff turnover rates has drawn the attention of enterprise human resource department, behavioral science, social science and enterprise organization. There come many researches about it and it has been proved that the study is more meaningful on turnover intention than on direct quiting behaviors. If the research on job quiting behavior can be called "Mending the Fold After a Sheep Is Lost", then the study on turnover intention can be called " take precautions before the rain comes".Firstly, this paper illustrated the inevitable existence of job-leaving, pointed out that we can only control staff turnover rate to a lower level, but will never make leaving phenomena disappear completely, and then reviewed and summarized the related researches on employee turnover intention.Secondly, the paper defined the research object----the concept of quit intention, established its general process model, analyzed the exprssion of quit intention named leaving precursors, which are the abnormalities that managers can observe and can help managers to find out ,identify and control employees'turnover intention timely, and then introduced other theories needed.Thirdly, the paper analyzed the generation model of quit behavior by dividing it into three stages and used forces in physics to simulate factors of employee turnover intention to give us an clear and vivid show of the abstraction process.Forthly, this paper pointed out that it is undoubtedly a wise move to attribute results to the controlled factor, took employees and organization as research object respectively to analyze the internal and external causes of turnover intention, came to a conclusion that individual factors and organizational factors can be controlled by self-management, organization cultivating and organization consummating, and organizations and individuals should should choose a positive attitude to the incontrollable social factors. Then in the last, this paper simply introduced self management,organization cultivating and organization consummating.Fifthly, this essay established two judgment models of employee turnover intentions,one for judging whether the employee has quit intention, and the other for judging the size of employee turnover intentions, used fuzzy sets, fuzzy distribution, subordinate function and threshold value due to the uncertainty and fuzziness of staff psychological activities and management activities.Sixthly, the importance of controlling was emphasized. This essay introduced fuzzy mathematics and fuzzy control, tried to establish a control model of employee turnover intentions, or to build a fuzzy controller, which is a collection process of management experience and practice, is also a simplified process, and is thought to have important theoretical and practical significance.Finally, the paper summarized the research into four sections. Conclusions, innovations, suggestions and shortcomings were pointed out severally in each section.