Research On Turnover Affecting Factors And Measures Of Beijing IT Interprises

At the end of 20 th century, the development of information and communication technologies in the world promotes economic globalization to a great extent. Information and Technology covers all the areas of economics, culture and life. In 2010, the new generation of information technology, new energy, high-end equipment manufacturing industry were ranked as the seven strategic emerging industries at the current stage in China, therefore, the unprecedentedly high importance has been attached to IT industry in China. IT industry is a knowledge-based industry and the talent are the carriers of knowledge, which determines the high dependency of the professionals for IT enterprises. However, the phenomenon of IT staff’s turnover appears frequently and seriously in recent years. Beijing, as the central north of the IT industry, gathers a large number of IT professionals, while its enterprises are also faced with the dilemma of staff’s frequent turnover. Finding the factors influencing the turnover of IT staff and the measures to take by IT enterprises is the aim of the dissertation.The theoretical elaboration and empirical studies are two main parts in this dissertation. The researches of the scholars at home and abroad on this issue of employees’ turnover are briefly summarized in the section of theoretical explanations. Taking 301 IT staff from Beijing as the objects of the research, it is analyzed the impact of demographic variables on employees’ intentions for their turnover in the measure of one-way ANOVA analysis, and verified the established theoretical model by using structural equation analysis to in the section of empirical analysis.The research found that there are significant differences among different ages, residences, housing conditions, enterprises’ scales and different working hours of employees’ intentions for their turnover. The path coefficient of working attribute to job satisfaction is 0.628, and the degree of job satisfaction was affected at the highest level. The growth and development of their career and organizational justice are two main factors highly affecting job satisfaction and organizational commitment. And organizational commitment affects job search behavior more than job satisfaction. Based on the results, easing the work pressure, improving employees’ job satisfaction, boosting employee growth of their career, and improving the promotion of training mechanism are presented as the countermeasures. This research aims at helping IT enterprises analyze the reasons for employees’ turnover, improving management mechanism of the talent to prevent the frequent personnel change and reduce the loss caused by the loss of personnel and improving the operational efficiency of the enterprises.