Study On The Turnover Intention Of Young Employees In Chemical Division Of Maoming Petrochem-ical Company (MPCC)

The high resign rate of young employees is an important and tough issue forhuman resource management in Chemical Division of Maoming PetrochemicalCompany (MPCC). Along with the start of Sinopec-Kuwait Petrochemical Projectand Petrochina Jieyang Refining Project construction, it is estimated that braindraining in the company will be continuing to exist in the following years. The highresign rate of young elites has made MPCC Chemical Division seriously be short ofqualified technical talents for the last two years, which hinders the enterprise’ssustainable development. Therefore how to reduce the resign rate of young employeesbecomes the important issue of the company’s human resource management. Thecauses of the high resign rate of young employees had been analyzed before, butnever been made by statistical analysis. No one had ever taken the correlationanalysis on young employees’ turnover intention in Sinopec. Only several statisticswere made on the numbers of brain draining in Sinopec and some recommendationswere proposed (the analysis were made by qualitative but not quantitative method).This paper takes questionnaire method to investigate219young employees less than35years their comments on job satisfaction、organizational commitment and turnoverintention, analyzes the correlation and regression between job satisfaction andturnover intention, organization commitment and turnover intention for the first timein Sinopec. By statistical analysis, the paper discovers that among a great deal ofcauses influencing young employees’ turnover intention, the critical causes are“career prospects in MPCC” and “job opportunities outside MPCC”. Other causessuch as education record, parental residence, etc, which were considered as veryimportant factors are listed as secondary ones. In connection with the issue that theemployees who have undergraduate educational background as well as are fromoutside Guangdong province are tending to resign more easily, this paper adoptsone-way analysis of covariance to analyze the effect that job satisfaction gives to turnover intention, and the effect that organization commitment gives to turnover bymixing the personal information such as sex, age, parental residence, education record,length of work time, etc. It is discovered that having young employees workingexceeding5years in MPCC could decrease the resign rate significantly. While theeffect parental residence given to turnover intention is the effect of actual results butnot that of internal desire. The effect of pay level to turnover intention is weak. Andthe education record has no influence on young employees’ turnover intention. Finally,the paper raises the measurements to decrease the resign rate.