Research On Turnover Intention Of New Generation Knowledge Employees Of BaYe Company

The New Generation Knowledge Employees have gradually gone to work and become an important part of promoting social development. Due to the characteristics of the times and special growth environment, many factors affect their turnover intention. BaYe Company is an enterprise group which is mainly engaged in building and mechanical and electrical installation industry. In order to improve the overall competitiveness and the need for sustainable development, BaYe Company begins to recruit a large number of new generation knowledge employees per year since2003. Due to various reasons, these new generation knowledge employees rarely stay too long in the companies. Some employees leave the company quickly, and others will leave when they have acquired enough knowledge and skills or get good chance. The high turnover rate brings the huge losses to BaYe Company, and seriously affects and restricts the rapid development of company.Therefore, deep study on the BaYe Company’s turnover problem has practical significance.Based on Price- Mueller(2000) model and the study of turnover model of home and abroad,the author makes a pre-survey to New Generation Knowledge Employees of BaYe Company.Based on the Price-Mueller(2000) model and pre-survey results, the author proposes the theoretical model of this thesis. In this theoretical model, the Opportunities and Kinship Responsibility of the five factors are regarded as external environment variables, and Distributive Justice, Promotion and Training, and Interpersonal Relationship are referred to as the internal structural variables. The external environment variables and internal structural variables, Job Satisfaction, and Turnover Intention are respectively referred to as the independent variable,mediating variable and dependent variable. According to the results of literature review and pre-survey, combined with the above theoretical model, the author puts forward the research hypotheses of this thesis. To verify these research hypotheses, this thesis combines with the mature scale of existing literature references designing questionnaire. 190 copies of questionnaires are handed out, and 156 copies of valid questionnaires are recovered, and then the data results of collectedly valid questionnaires are done empirical analysis.Based on the questionnaire analysis, this thesis draws some conclusions as follows.(1)Kinship Responsibility, Distributive Justice, Promotion and Training, and Interpersonal Relationship have a significant impact on turnover intention.(2)Distributive Justice, Promotion and Training, and Interpersonal Relationship have a significantly positive influence on job satisfaction.(3)The main influence factors of Turnover Intention of the new generation knowledge employees of BaYe Company in turn are Distributive Justice, Promotion and Training, Kinship Responsibility, and Interpersonal Relationship.(4)Job Satisfaction plays a significantly negativeeffect on Turnover Intention.(5)Job Satisfaction plays a mediating role between internal structure variables and Turnover Intention.(6)Population characteristics variables of the new generation knowledge employees of Ba Ye Company have certain differences on the Kinship Responsibility,Distributive Justice, Promotion and Training, Interpersonal Relationship, and Turnover Intention.(7)Front-line employees of unmarried men have the highest turnover intention.Combined with the research conclusion, from the six aspects as following: “strict recruitment”, “establishing system of pay equity, improving employees welfare”, “establishing and improving the diverse career path”, “enhancing corporate culture construction”, “enhancing communication and improving relationships”, and “caring front-line unmarried male employees”,the author presents some countermeasures and suggestions to keep and attract the New Generation Knowledge Employees, and then write the insufficient and prospect of this thesis.