The Empirical Analysis On The New Generation Knowledge Employees’ Turnover

Due to the characteristics of the times, the generations and their own characteristics of the new generation of knowledge Employees’, which they gradually developed into the main force of the Enterprises, the group’s turnover becomes larger, turnover behaviors becomes more frequently.As everyone knows,the key employees’leaving may cause the enterprises immeasurable loss. In recent years, the new generation of knowledge employees’active turnover rate is rising, increasing in pay,benefits, using modern human resource management practices, may improve their turnover rate in some extent, but still can not change the continuously upward trend. There are many reasons,one of them is the lackage of analysing the variables of turnover tendency and the impact of the measurement of the new generation of knowledge employees. Therefore, in terms of researching the new generation of knowledge employees, seeking a scientific and a comprehensive forecast method is very necessary.Started from the reasons and the impact on turnover intention of the new generation of knowledge employees’leaving,combined with on-scene investigation and collecting information extensively, using methods of the combination of theory and empirical research, qualitative analysis and quantitative analysis of the combination of exploratory study, which made an exploratory study on the impact of generating turnover intention’s variable, attributed to four categories which impact the new generation of knowledge employees’turnover intention, namely environmental variables, individual variables, structural variables and process variables. In order to analysis depthy and comprehensive,it applicates the existing dynamic model, expectancy theory, human capital theory and combineing the characteristics of the new generation knowledge employees’factors. And then establish an advanced model which based on the existing Price-Mueller (2000) model to study the four categories variables. After obtained the information through the questionnaire survey, using methods of descriptive statistical analysis, item analysis, factor analysis and correlation analysis, could identify the variables which influceing the turnover intention,and it also could identify the variables which was put forward by the Price-Mueller (2000) model.In order to prove the effectiveness and practicality of the model,it made a further study which using this variables study the turnover intention tendency of a corporate’s R&D department,and then it proved that the new generation of knowledge employees in this department have a lower turnover tendency,which with the actual research process consistency, it confirmed the validity of the above-mentioned variables and the practicality of the questionnaires designed in this paper.At last,it makes suggestions from the level of enterprise and the new generation knowledge employees which could attract and retain the new generation of knowledge employees.The innovation of this paper is it analysis the reasons which influcing the new generation of knowledge employees’turnover intention systematically, and put forward the advanced Price-Muller (2000) in the context of Chinese culture; In the respect of methods, it applicates the item analysis to remove the questionnaire’s question which did not significant, using factor analysis method analysing the key factors which impact the new generation of knowledge employees’turnover intention, and sing correlation analysis method to identify the relationship between the variables.Then it also applicated the thinking of fuzzy comprehensive to evaluate the new generation of knowledge employee s’ turnover intention’s degree, which could enhance their existing human resources and make corresponding suggestions for enterprises。...