Study On The Core Talent Retention Tactics For Cultural And Creative Enterprises

The Cultural and Creative Industry has highly attracted the attention of many regions such as Europe, North America, East and South Asia, etc since1990s. China has gradually strengthened its support for the development of the industry since2004, however, It’s still in the underdeveloped state so far. The lack of talents has become the neck of bottle for the industry to develop further in China, which has left companies in it a great difficulty to attract as well as to hold those talents and this has caused a large amount of loss for them. Considering the situation, launching a research on how to keep the talent those companies already have has a great theoretical significance and practical value.In order to get a credible result, the paper combines two methods:Qualitative research and Quantitative research. The Qualitative research is used to develop the theoretical model and solutions, while the Quantitative research is used to test the hypothesis with the empirical data.During the process of qualitative research, the theoretical model design is based on two aspects:one is to draw and summarize the characteristics of the key cultural and creative talents, which would pave the way for the model’s uniqueness of this special group of people; the other is to filter and choose the influencing factors of employee turnover and identify the relationship between them, which would pave the way for the model’s theoretical basis. By using Documentary research, Mind storm, Interview, etc, the paper draws the characteristics based on the labor contract system and the work contract system as well as establishes the variables system and model framework.The Quantitative research starts from defining these variables’scope, and then adopts the Deductive method in testing the hypotheses. The questionnaire is designed with the adjusted classical scale. After passing the test of questionnaire’s reliability and validity, Factor Analysis, Analysis of variance, Correlation Analysis, Regression Analysis, etc, are adopted to verify the causal relationship between variables as well as the existence of mediating variables and manipulated variables. The result is that①all the three dimensions of perceived Organizational Justice have positive impact on Perceived Organizational Support;②Sense of superior status has a positive impact on Perceived Organizational Support;③Supportive working conditions have a positive impact on Perceived Organizational Support, while the relationship between them will be regulated by whether the conditions is provided initiatively or not;④Perceived Organizational Support has a positive impact on Organizational Commitment1and Organizational Commitment2;⑤Organizational Commitment1has a negative impact on Intention of employee turnover.Guided by System theory, the solutions to keeping the core talents can be divided from three levels:the macro level, the meso level and the micro level. The paper focuses on the meso level and proposes the Core talent retention tactics system, including management optimization tactics, departure warning tactics, incentive tactics, departure management tactics and business interest protection strategy.