The Empirical Study On The Correlation Between Employee’s Turnover Density And Career Growth

Under the condition of market economy, human resources are generally configured by the market demand flexibly. But because of incomplete and immature human resources allocation mechanism, there remains blindness and uncertainties as well as opportunities among individuals when hunting for jobs in China’s market economy system. At the same time, China’s reform and opening up has brought about an influx of a large number of foreign culture, the employees who began working at the beginning of this century have changed their world outlook and value towards life and work due to influences of Western culture, their personal demands tend to be more diversified and complex. Among them, some become keen on impetuous instant success with psychological vulnerability, the pursuit of freedom, and tolerant attitude, more and more people choose to transfer for better development. However, one’s career life is limited, which needs to be developed and adjusted step by step, frequent turnover may probably lead to professional chaos and professional tiredness in the same position for a long time resulting in reducing in personal marginal output. Therefore, the author aims to find out the relationship between turnover and career growth, whether turnover has positive effect on career growth. Based on the above research questions, the thesis is designed to put forward a new concept of turnover density to describe turnover frequencies, and propose research hypotheses according to the model of the previous turnover and testify the hypotheses by questionnaires, reliability and validity testing, descriptive statistical analysis, curve estimation, correlation and significance testing. This thesis is supposed to obtain the following research results:(1) The effect of turnover on career growth is uncertain, when the turnover rate is0.221-0.320, in other words, when the per service cycle is3.13-4.52years, and turnover can promote career growth;(2) Career growth tends to first increase and then decrease in accordance with the turnover density, there is a nonlinear cubic function between career growth and turnover density, that is, y=2.694+1.052x-0.341x2+0.023x3;(3) Career growth and its dimensions have a significant correlation with turnover density (4) Frequent turnover is not beneficial to one’s career growth. According to the research findings of this thesis, the paper proposes to analyze turnover from three aspects, namely, the employee, the enterprise and the society so as to promote reasonable turnover and offer feasible suggestions and implications for business management.