An Empirical Study Of Human Resource Worker Turnover Intentions

There are nearly60years about the research of employee turnover in foreign countries. And the Domestic research on the employee turnover has also developed. However, the specialized study on the voluntary turnover of human resource staffs is rare. This essay aiming at the issue on the voluntary turnover of human resource staffs is based on the Price-Mueller (2000) Employee Turnover Model to make the questionnaire. I collected211pieces of effective sample and found out the key factors which have influence on the turnover intention of human resource executives by the statistical method such as correlation analysis, regression analysis and so on. Through the above analysis we can find out the ways to reduce the turnover intention of human resource staffs and provide the retention strategies for the enterprise.Through the empirical research, this essay mainly made two conclusions:Firstly, the7key factors affecting the turnover intention of human resource staffs include promotional chances, distributive justice, opportunity, general training, job routinization, job stress and payment; secondly, population variables do not have significant influence on the explanation of turnover intention of human resource staffs.In addition, this essay concludes4employee retention strategies on the basis of empirical results:Firstly, establish and improve the bi-direction career development of human resource staffs; Secondly, improve the performance evaluation of human resource staffs to promote the marketization of payment; thirdly, establish and improve the system of HRBP to realize the job enrichment; Fourthly, gradually promote the role of the human resource staffs to improve their job stress caused by the excessively low role on the working or the role ambiguity.