Study On Turnover Factors Of College Graduates In Early Career

Enterprise and society pay more attention to the college graduates. In recent years,college graduates face the great employment pressure, however, their turnover rate is alwayshigh, and this situation is more severe in their early career. To relieve this contradiction, it isnecessary to research the turnover factors of college graduates in early career and themechanism.Based on the above considerations, firstly, through combining with the literature andresearch characteristics, making use of Price-Mueller (2000) by removing variables of relativeresponsibility and job seeking behaviors, expanding the training and adding variables ofenterprise development and career-oriented, the article forms the turnover model of Xi’ancollege graduates in early career. Secondly, through designing the questionnaire, applying theways of literature analysis, questionnaire, descriptive statistics, factor analysis,independent-samples T test, one-way ANOVA, correlations analysis and linear regressionanalysis, this article surveys college graduates been working within two years in Xi’an,conducts an empirical analysis, tests and verifies the hypothesis，and obtains seven turnoverfactors which are career development, pay, job opportunity, supervisory support, enterprisedevelopment, positive affectivity and working pressure. The specific results as follows: first,there are sixty percent college graduates of Xi’an having resignation experience in their earlycareer, the turnover rate is strong high; second, demographic variables of college graduateshave differences influence on the turnover, but the influence is not notable; three, in Xi’an, theturnover factors of college graduate in early career amount seven. Among these factor, careerdevelopment, pay, job opportunity have the greatest impact, followed by supervisory support,enterprise development, positive affectivity and working pressure have the least impact; four,job satisfaction and organizational commitment play the role of mediating variables. Inaddition to the job opportunity, the remaining factors all impact on turnover behavior by jobsatisfaction and organizational commitment. Finally, this article put forwards fourmanagement recommendations, including offering explicit career route and competitiveremuneration, constructing a good sense of belonging by company culture, and reducing extrapressure and so on.