Empirical Study On The Employee Loyalty And Turnover Intention Under The Human Resources Classification

In recent years, we can see that from the development ofdomestic enterprises, low loyalty of employees may result in aturnover behavior. Finishing the lessons from the past, companieshave been fully able to understand employee’s turnover would giveharm to their development, but they have been still not clearunderstand what conditions would lead to the occurrence of actsof employee’s turnover. Therefore we need to examine this variableof the turnover intention, it is often identified as the most effectiveindicators to predict employee turnover behavior. However, due tothe different attributes of the staff of the divisive functions, thelevel of employee loyalty as well as its impact on turnover intentionis not in the same way. This indicates that there are different typesof human resources, the enterprise needs to establish a differentdimension distinction to research between variables in humanresources, only to do this way, compannies can able to have targeted a establishment corporate governance system andimprove relevant staff to maintain countermeasures.On the relationship between employee loyalty with turnoverintention are not study for classification, but only to analyze as awhole part. To sort out the classification of the research results ofdomestic and international human resources, this paper selectedthe Lepak human resources classification divided the employees ofthe target company, they are: knowledge-oriented employees,contract-oriented employees, work-oriented employees,cooperation-oriented employees. To specific research these fourtypes, and put forward the hypothesis between the two variablesunder these four categories of human resources—employee loyaltyand turnover intention, based on the research needs to design thequestionnaire for data collection, using the SPSS software forstatistical analysis, to verify whether the assumptions areestablished, and finally to summarize the results of the analysis,and corresponding recommendations on the different types of theenterprise’s employee of their loyalty.From this paper we can conclude as the following: under fourcategories of enterprises, the active loyalty and turnover intentionwas significantly positively correlated; positively related to thepassive loyalty and turnover intention of knowledge-oriented employees partly; contract-oriented employees’ passive loyaltyand turnover intention positively correlated partly; passive loyaltyof the work-oriented employees was partly significantly negativelycorrelated with turnover intention; cooperation-orientedemployees’ passive loyalty and turnover intention was significantlypositively correlated.