Employees "quit" The Ethics Review

Because of the globalization and the rapid development of market economy in our country, the employees in companies hop their jobs more and more frequently. And this phenomenon has attracted economists and enterprise managers'attentions, and they have studied it from their own points of view. Researchers abroad have theoretically achieved fruitful productions and formed a complete system with an earlier beginning of study, and they have analyzed reasons of employees'job-hopping from the aspects of macro-labor-market, enterprise organization, and individual staff to the look for the solutions on the base of enterprise management; the domestic researchers set out the researches a little late, but these researches develop fast, and they focus on the empirical analysis of job-hopping and the model of inside and outside reasons of job-hopping with a technology management point of view. Generally speaking, these researches at home and abroad are related to economics, administration, psychology, sociology, statistics, and so on, but few are done from the perspective of ethics. In order to grasp the hypostases of the phenomenon of employees'job-hopping and to discuss human beings'development in economic society, this paper is going to survey the phenomenon of employees'job-hopping from an ethic point of view. In this paper, through the empirical investigation of the number and features of the employees'job-hopping in Shanghai BYDecorative Co., Ltd. in the past years, it will discuss and analyze the positive and negative influences of the job-hopping to exposure their ethical value and explore their ethical significance. Although there are many reasons caused employees'job-hopping, the main reasons are connected with the factors of the employees and the enterprises. Based on the hypostatic relationship of the host-guest of enterprises and employees, it will find out that the deeper reasons involve the losses of fairness, people-oriented awareness, enterprise's integrity and professional ethics, the weakness of legal awareness, the driving of value orientation, and the dimension of ethical values of efficiency. It is easy to solve the problems when they are fond out. So, it will prevent irrational job-hopping and promote rational job-hoping by the enhancing fairness, establishing people-oriented awareness, improving enterprise's integrity, strengthening legal education, paying attention to ethical construction, and holding the relationship of efficiency and fairness correctly. The goal of doing so is to search a win-win way, in which enterprises and employees'will be Interdependent and get Mutual support and development, so as to lead the enterprises to develop steadily and rapidly and to make the employees to grow up healthily and freely.This thesis is divided into eight parts. Part One is the introduction in which the author points out the theoretical and realistic significance of studying the background on employees'job-hopping from ethical point of view. How to define the concept of job-hopping and how the situation of the study is as directions, methods, characteristics, etc., such relevant things can be seen in Part Two. A typical example is given in Part Three, surveying the situation concerning employees'job-hopping of Shanghai BY Decorative Co., Ltd. And a general introduction of the corporation is here, too. In Part Four, by ethically analyzing the effect of employees'rational and irrational job-hopping, both positive and negative effects are expounded. Part Five is concerned the analyzing of ethical connotation of the reasons for employees to job-hop, mainly discussed the unfair salary system and the shortcoming of the system of power and responsibility, the losses of the people-oriented awareness in career management and enterprise cultural construction, integrity of enterprise behavior like those in remuneration, the weakness of administrator's moral and legal consciousness, employees'value orientation and their pursuit of efficiency. The sixth part comes to a conclusion that, while stipulating irrational job-hopping and dispelling the negative effect of it, rational job-hopping should be promoted, so as to produce the win-win result. Some suggestions are proposed in Part Seven. Part Eight, the last part of the paper, is of a brief summary to the full text.