A Study On The Knowledge Worker's Turnover In Companies

Knowledge workers, as heterogeneous human capital in enterprise, are the largest corporate wealth. However, turnover is an inevitable question for enterprises .And the society, business and individual can't avoid the turnover of talent. The problem which troubled the enterprise managers most is that the knowledge workers, which enterprises had chosen and spend a lot energy and financial resources on, show high mobility. The turnover of knowledge workers confuse enterprises. What should companies do to change this passive situation?This paper followed by the theory of job-embeddedness and incentives, chosen the knowledge workers for the survey, searched a large number of relevant documents and discussed the turnover, characteristics of knowledge worker, the model of job-embeddedness and incentives. For the particularity and importance of knowledge workers, the worker used literature studies, interviews and questionnaire survey methods to collect a total of 201 valid data based on the business perspective. And we used the quantitative analysis method of frequency analysis, factor analysis and empirical analysis of the path diagram tools to verify the correctness of the model assumptions. On this basis, we put forward the strategies how the business managers maintain a reasonable turnover rate. Finally, the paper provided suggestion to the human resource manager how optimize the human resource on the results of the factors of knowledge worker'turnover. Full-text is made of five chapters:ChapterⅠ.Introduction. This chapter discussed the research background, purpose and significance. The factors of knowledge workers'turnover, the model of employees and knowledge worker'turnover and strategies of three studies were reviewed; Combed the thesis line framework and research methods.Chapter II. The theory of knowledge workers turnover. This chapter discussed the system and characteristics of knowledge workers by the content, the features of knowledge workers turnover and the relationship among work incentives, job-embeddedness and knowledge workers'turnover. This chapter will lay a solid theoretical foundation for the follow-up study.Chapter III. The turnover intention of knowledge workers. This chapter provided the research and theoretical assumptions, questionnaire surveys and exploratory factor analysis of empirical research and the correctness of some assumptions. Chapter IV. The management strategies of knowledge workers'reasonable turnover. This chapter explained the theory of the knowledge workers'turnover on the basis of our country and put emphasis on the exploration that companies how to maintain a reasonable turnover rate ,proposed management strategies.Chapter V. Conclusions and management recommendations. Based on the conclusions, the business managers should optimize knowledge worker'mobility in the organization fit, organizational link, organization sacrifice, individual growth and remuneration. This chapter also summed up the inadequacies of thesis and further research directions.