| With the in-depth advancing of our country’s enterprises reform, small and mediumenterprises was a major force in surporting the development of domestic economy, andplaying important role in promotion of economic development and labours’ employment.Owing to the frequent staff flow of the small and medium enterprise employees, it haddirectly affected the sustainable development of the enterprises. Especailly, the generalstaff high turnover rate was the current outstanding problem that needed to be urgentlysolved by the enterprise manager.This paper researched the flow factors of employees in small and medium enterprisefrom the three dimensions of employee flow driven factors, intermediary factors andadjustment factors, and through the summary of the motivation theory, job embeddednesstheory and factor model of employee turnover. Firstly, this paper is to analyze the relevanttheoretical basis through Literatur analysis method to find the theoretical support of thepossible link between variables. Secondly, this paper is to identify the factors affectingemployee flow, and understand the relationship between variables through the literatureanalysis and in-depth interview from a practical point of view, and put forward thehypothesis and theoretical model. Finally, this paper is to verify the hypothesis and modelby using descriptive statistics, factor analysis, stepwise regression and other statisticalmethods on the basis of the questionnaire survey to collect data, and put forward thereasonable flow management strategy in small and medium-sized enterprise.Through the research, this paper draws the following conclusions: the relationshipbetween organizational embeddedness, incentive and employee turnover is obviousnegatively, and have obvious influence on employee turnover; as driving factors,organizational embeddedness and incentives are negatively related to employee turnovertendency; as intermediary factors, degree of job satisfaction and organizationalcommitment are negatively related to employee turnover, and they have intermediary effecton the relationship between organizational embeddedness and incentives and employeeturnover tendency; there is correlation between regulating factors, including job opportunities and self perception, and employee turnover tendency in small andmedium-sized enterprise, this relationship is not obvious, but there is significant regulatingeffect on the driving factors and intermediary factors; the research on flow of generalemployees has more practical value in terms of employee turnover research in small andmedium-sized enterprises, and corresponding control measures can be taken to confine theemployee turnover rate in a reasonable range. |
