Study On The Relationship Between The Structural Training And Employee Turnover Intention

With the integration and globalization of China market economy, more and more companies realize that improving the staffs competency is a critical point for the enterprise to obtain its sustainable grow. Compared with learning by doing, staff training can improve the competency of the staff faster. So it becomes an important way for enterprises to gain competitive advantage. However, with the flattening step of organization, the collapse of the life-long employment system and the professional development of human captial market, a lot of enterprises are facing enormous business risk of staff turnover during the pursuit of the maximizing their career profit. Enterprises are facing a dilemma:one hand, they have to afford staff training to improve their own competency; on the other hand, they are worried about the investment loss in human capital after staff quick speed of turnover. Because of these above, some companies afford no training or little training for their staff to avoid the investment loss on human capital. The scholars do not come to agreement about the relationship between staff training and employees turnover.While little empirical research on both of the training and leaving tendency has been given on the existing literature.Researchers from academics shows us that employee loyalty can decrease their turnover intention and employees training can improve their loyalty in return. When employees intend to leave away,their loyalty may help keep them stay.While,if employees have little loyalty on organization they served,they may turn their attention to others,and then probably leave away further. Most of now-days literatures show the relation between employees training and their loyalty,relation between employees loyalty and their turnover intention in the perspective of their own characters. Not many real samples are given to prove it.The author wants to study staff in Chinese enterprise to give a mechanism about employees training, employees loyalty and their turnover intention and delicate a more persuasive result with real sample as well as Demography variables.Here are basic ideas about my studyFirst, by now-days literatures the author will put out the duality of training and its classifications and also analysize the value of employees training, its inner structure and factors about employees’turnover. In a word, the author will make clear the relation between duality of employees training and their turnover intention from the point of view of the theory.Then, through considering factor affecting loyalty and result led by loyalty change,the author will make mechanism about employees training, employees loyalty and their turnover intention in addition to Demography variables and prove it by real sample.Finally, the author will check the result by real sample.(1) the two types of training of the staff has significant negative correlation with turnover Intention and the impact of general training and special training on turnover tendency is different.(2) It also revealed that the two types of training both can improve employee loyalty, general trainings improve employees loyalty better rather than special ones (3) The employee loyalty and its three dimensions respectively have significant negative correlation with the turnover intention..(4) Employees loyalty plays a intermediary role in their turnover intention among three elements--enterprise identity, professional degrees and belonging sense,belonging sense is the most powerful one.(5)two types of training both can improve employee loyalty, but their impact on the loyalty of different genders, ages and seniority are different. All these results not only provide a good perspective and basis for the follow-up study, but also have important reference value for business management practices.