The Study Of Employee Turnover Intention In Internet Companies In China

Turnover intention in turnover behavior is the most powerful predictor of psychological variables, is considered to be the direct antecedents of employee turnover behavior. That is, the turnover intention of employees to a great extent, can predict the future actual turnover behavior. Therefore, according to the managers, can measure the employee turnover intention, timely put forward meaningful improvement measures to reduce the incidence of turnover behavior.In 2014 China’s top ten list shows that the Internet industry tycoons accounted for 50%, of which the top three are Internet industry tycoons to occupy,in 2014 ten big tycoons list reflects the changes in China’s economic development structure adjustment, the Internet industry is in rapid development momentum to become an important force in promoting China’s economic development. However, we fully affirmed the positive role played by the development of Internet and encourage Internet enterprise development at the same time, we also must pay attention to the golden period of development and some emerging Internet companies in the process of its development in the human resources management still exist many important problems. In the promotion of rapid economic growth at the same time, the existence of its internal management contradiction has become evident, and gradually become the bottle neck restricting the development of enterprises. HRM has an important role for Internet enterprises continue to develop and attract talented people. In today’s society, talent is an important strategic resource for national economic development, human resource is also an important resource to obtain sustainable competitive advantage. As the core competitiveness of enterprises, one of the biggest problems facing the loss of staff in enterprise. In this paper, in view of the work encountered a lot of employee turnover problems, Combined with the characteristics of the Internet industry practitioner- s, through interviews and analysis of pre-inside the organization, this paper summarizes several affect employee behavior more important argument:Person-organization fit, Supervisory Commitment, Network Relations, design scale through the way of questionnaire survey of empirical research on the relationship between Person-Organization fit, Network Relations, Supervisor Commitment and turnover intention, and the relationship between Person-Organization fit and Supervisor Commitment, and for pioneering the research, obtains 1: Person-Organization fit and Turnover Intention negatively correlation, which values match, the supply and demand matching and turnover intention negatively related. 2:Negative correlation was found between Supervisory Cmmitment and Turnover Intention, the dedication to supervisor, extra effort and attachment and turnover intention was significantly negative correlation between. 3:There was a significant negative correlation between Network relations and Turnover Intention, there is a significant negative correlation between centrality, strength and turnover intention. 4 : Significantly positive correlation betweenPerson-Organization fit and Supervisor Commitment, which value is significantly positive correlation between matching and demand- supply and supervisory commitment..Finally, combining the research results, some suggestions are put forward for the human resource management of private enterprises and enterprises in the internet.