Study On The Optimization Of Employee Turnover Model And Prevention Strategy In Chinese Commercial Banks

The core problem of the paper is "why the employee of commercial bank leavingtheir job".The theoretical basis of this paper is Price-Mueller (2000) employerturnover model, by the combination of qualitative research and quantitative research,explore the main factors that influence the employee turnover in Chinese commercialbanks. The main work of this paper includes the following aspects:First, using way of in-depth interviews, questionnaire survey and literaturereview, the explorative study is made on the main factors that influence employeeturnover of commercial banks. Through questionnaire survey, preliminary tests theimportance and the applicability of the variables in Price-Mueller model; throughin-depth interviews and literature research, the paper finds some Chinese-style factorsthat may affect the employee turnover intention. Then the paper introduces thosefactors into the model and thus preliminarily optimizes the Price-Mueller model.Second, summarize the research results of several experts’ research, and designthe investigation scale of the optimized Price-Mueller model. Use SPSS statisticalsoftware to do data statistics, using the methods of single factor analysis, correlationanalysis, verify the relationship between the variables and turnover intention.Third, on the basis of empirical research, explore the general steps of the bankemployee retention policy, trying to build a systematic and complete commercial bankemployee prevention strategy.On the basis of all the work mentioned, the main research results are as follows:First, introduce five new variables to optimize the Price-Mueller (2000) model:switching cost, exit orientation, career growth opportunities, relationships, leadershipstyle.Thus the model can better explain the reason why commercial bank employeesare leaving their company. Second, using the method of empirical research, the paper tests the relationshipand path between the variables of the new model. The study also found that therelationship between leaving intention and some variables are not completely thesame with the new model, such as family responsibility, general training, andcompensation. Combined with the actual situation and relevant literature, the papergive reasons why these deviations comes up.Third, the paper proposes the general steps about how to keep commercial bankstaffs.: analyzing the reason, establish related policy, implement the policy. Based onthe results of the empirical research, the paper comes up with six specific employeeretention policy, covers most of the variables in optimized model: human resourceplanning, strengthen the rationality of the post Settings; Attaches great importance tothe recruitment process; Strengthen staff training and development, increasing theemployee’s professional growth opportunities; Pay regular inspection to ensure thecompensation competitive and fair; Establishing a fair and effective performanceevaluation system; To strengthen the competent leadership skills training; Payattention to culture and atmosphere build, increase social support within theorganization.