| With the development of economy, human resources has become an indispensable strategic resources of a country, a region, and an enterprise. The development of a country needs to strengthen by improving regional economy, the regional economy needs to be measured by the strength of corporate development, human resources has become one of the criteria to measure the strength of business development. In recent years, to balance the regional economy, the nation insists to invest heavily in underdeveloped areas, but fundamentally, human resources is the core internal factors of the corporation and the regional economic power. By the end of2013, the floating population in China has reached289million, accounting for21.25percent of the total population of the continent at the same time the country, which has reached a very high percentage, while the less developed regions due to economic backwardness, and the geographical environment is relatively poor, so it has been a major population outflow ground, this affected the economic development of their regions largely.In recent years, scholars have been studying the reasons of the population movements in sociology, economics, psychology point of view, but mainly from a macro point of view to study it, and the impact of Basic organization-business which migrants belongs to in society, its liquidity and no studies. In addition to economic, geographical and other reasons, the management, systems and technology of enterprises in underdeveloped areas behind developed areas, it may be one of the leading causes of high employee turnover rates in the region. This article is based on the perspective of management to research, it through literature analysis, questionnaire, and using SPSS19.0and AMOS17.0statistical software for corporate welfare and underdeveloped regions of non-local staff turnover intention were studied. The main conclusions are as follows:1. Through statistical analysis, underdeveloped areas of non-local staff turnover intention is indeed higher than local staff, according to the Chinese enterprise welfare system, the existing welfare satisfaction questionnaire was modified by measuring, with good reliability and validity.2. By difference test, underdeveloped areas of non-local employee benefits satisfaction and its dimensions were no significant differences in gender and education, but there are significant differences in marital status, age, length of service, monthly income and job level. 3. By correlation analysis, proved less developed areas of non-local employee benefits satisfaction and its dimensions were positively related to job involvement and its dimensions, job involvement and its dimensions were significantly negatively correlated with turnover intention,benefits satisfaction were significantly negatively correlated with turnover intention.4. By regression analysis and path analysis, showed that the job involvement plays an intermediary role between benefits satisfaction and turnover intention, non-local employee benefits satisfaction has no direct effect on turnover intention.In this paper, based on research findings, how to reduce the underdeveloped areas of non-local staff turnover intention, this paper puts forward the corresponding management recommendations and strategies from the emphasis on overall benefit management, improve the benefit quality, reasonably determine the proportion of benefit costs, and enhance the benefits of information exchange, such as provide targeted benefits based on non-local employees age, income and so on, to establish an effective information channel and other benefits, increase their sense of belonging, thereby reducing turnover intention. |
PDF Full Text Request