Research On Influence Factors Of Employee Turnover In SSD Co.Ltd.

With the intensified competition, companies continue to exploit their available resourcesas a source of competitive advantage. And human resources have already become a source ofsustainable competitive advantage. Owing to the special nature of the business of highwayindustry, many highway operating companies lack of incentives competition and ignore thehuman resource management, resulting in an unstable workforce. But in recent years, moreand more stakeholders strongly required to improve the service quality, highway companiesface increasing pressure. They are thinking about how to motivate staff to meet the demandfor services and passengers, and mean the while creating a cohesive Organizational culture.As a highway operating company, SSD is located in remote areas, and the work of the staff isboring. It wants to more fresh workers to join it for its workforce is aging, but the employeeturnover rate of young new entrants in recent is very high, young workforce is instable, staffturnover is serious. Therefore, this research choose SSD’s employees to be the object, aimedat diagnosing and analyzing the problems existing in the current workforce, and exploringsolutions of bettering the enterprise management which can ultimately improve service quality,to fulfill its social responsibility.This paper describes the background human resource management practices of SSDcompany and then explain the economic loss and distress that high employee turnover ratebrings to the SSD. After that we interviewed some employees and managers to preliminarilyunderstand the reasons why the employees hand in their resignations. According to interviewresults, we designed a staff survey questionnaire to study the relationship between culture,employee psychological contract, organizational commitment of SSD company and turnoverintention. Based on481employee survey questionnaires, this paper analyzed factors thataffect staff turnover intention. The result is: firstly, the organizational culture perceptions ofstaff (3.092) is at a medium level, the perceived psychological contract fulfillment to thiscompany (2.455) is at a low level, the company’s sense of belonging and identity (2.897) isalso at a medium-low level, the average turnover intention is3.089,39.5%employees haveturnover intention; Secondly, the organizational culture, psychological contract andorganizational commitment have a significant negative impact on turnover intention, andorganizational commitment is the intermediary variable to which corporate culture,psychological contract affect turnover intention.After diagnosing the reason for turnover intention of employees of SSD company, wepropose three suggestions to reduce employee turnover rate: Firstly, better human resources management system, including improving compensation management, work environment andliving conditions of employees and enhance staff training; Secondly, implement the“people-oriented” corporate culture; Thirdly, improve employee communication mechanisms,enhance internal effective communication for employees to create an easy and opening workenvironment.