Study On Influence Factors And Process Of Young People’s "Job-hopping" In Central Enterprises Based On Push And Pull Theory

In recent years, with the social development and economic progress, job-hopping has become aprevailing social phenomenon. In realistic occupational groups, young employee’s job-hopping isprevalent and increasingly becomes the hot spot of the society. Currently, the foreign and domesticresearch results on this phenomenon are mainly based on the social exclusion perspective, analysisperspective of game theory, social network perspective, and Maslow need theory perspective to researchthe concept, cause, solution, and mechanism of job-hopping, and adopt theoretical and quantitativeresearches to conduct corresponding discussions. Few people conduct the research on job-hopping fromthe youth’s perspective, especially the whole process of the job-hopping. In order to make up for thevacancy, this paper takes push and pull theory as the research perspective, conducts in-depth interviewto the youths from their aspects to understand the real thoughts, deep reasons and the whole process ofthe central enterprise youth job-hopping.This paper adopts qualitative research method and purposeful sampling method to select15youthswith bachelor degree and above and less than34years old and having active job-hopping experiences tointerview and collect corresponding data, and mainly uses generic analysis and scenario analysismethod to analyze the data. The push factors and pull factors affecting the job-hopping of youthsworking in central enterprise are concluded through the generic analysis. The push factors of leaving thecentral enterprise mainly include remote working place, limited career development, low level ofsalaries and benefits, don’t get along well with superior, and specialty doesn’t match with position;while the pull factors mainly include harmonious interpersonal relationship, familiar with work content,promotion opportunities. The push factors of entering into a new unit mainly include barriers to workadaptation, job difference; while the pull factors mainly include stable working place, high level ofsalaries and benefits, get along well with the former superior, broad platform for career development,specialty matches with position. Meanwhile, this paper adopts scenario analysis method to analyze theresearch objective on different stages of “satisfactory with job at early stage–generating job-hoppingintention–career selection–realization of job-hopping”, discuss how the push and pull factors areinteracted and transformed during the above process, and how the youths working in central enterprisesmake the decision of job-hopping affecting by the push and pull factors of the former units, the push andpull factors of new units, as well as the personal factors. The push and pull factors are in the dynamicchange process at different stages, the influence of different push and pull at different stages on theinterviewees is changing with the actual needs of the interviewees. When youths working in centralenterprises make career decision, they shall consider the job-hopping conversion cost, and are good atusing their interpersonal circle to evaluate and decrease the job-hopping cost, and finally make idealchoice between job-hopping and job-hugging.This paper discusses three aspects: the first is job-hopping of youths in central enterprises drivenby traditional idea or modern practicism?the second is job-hopping for themselves or others?the third istheir choice reasonable?...