Online Game Industry Turnover Factors

With the development of science and technology and arrival of information age, China’s online game industry continuous increase20%compound annual every year, in past two decade. Online game industry is a comprehensive combination of multiple technologies integrated strong knowledge-intensive industries, include story, animation, music, art and computer programming, etc. So human capital is the more important resource for online game industry. However due to the employee turnover rate in online game industry has been kept at a rather high level, it is common practice for staff off the job. Therefore how to reduce the employee turnover rate and achieve the long-term development of enterprise is a problem that the online game business managers urgently need to address. In recent years, for the research of Turnover intention scholars not only study on the path of turnover intention, but also they have put more emphasis on the research the combination of different industry characteristics and analyzes the factors affecting employee’s term of specific industries. This paper is precisely to full fill the research gaps of demission in the online game industry and enriched turnover intension study.Based on reading a large number of documents, the paper study on the main factors of demission for the online game industry though interviews with relevant companies in Beijing and empirical research on163questionnaires. This paper uses statistical methods to analyze the online game industry of turnover intention are obvious differences exist in demographic variable gender, age, education level, marital status, working life of the current business, etc. and analyzed correlation analysis by SPSS and multiple linear regression finalize job satisfaction and organization commitment are the key factor to directly affect turnover intention; promotion and occupation growth, compensation benefit, work autonomy and turnover constraints are the main factors affecting employee satisfaction, and employee satisfaction indirectly influenced by staff turnover intention. Compensation benefit, work autonomy, procedural justice and coworker support are the major factors influencing organization commitment, and organizational commitment indirectly affected by staff turnover intention. Finally, in this article proposed to improve the management strategies for enterprise turnover status through the results of interviews and empirical research and combined with advanced management ideas and management methods.