An Intervention Study On The Resignation Of Knowledge Workers In Group Work

In the development of the world today,economic integration is playing an important role on a global scale.Against this background,the competition among industries has become increasingly fierce,and the employment relationship has undergone profound changes.Knowledge workers become the core resources for the development of enterprises.Whether private enterprises or foreign-funded enterprises,the core values of enterprises are often created by knowledge workers.If their turnover rate exceeds the maximum limit of the organization,it will bring huge negative impact on the company.influences.The Human Resources Department of Company B,one of the top 500 companies in the world,has been exploring the research and practice of the resignation of knowledge-based employees to attract and retain the company's knowledge-based employees in ways such as improving treatment,changing the working environment,and increasing benefits,but the effect Very little.This study uses Company B as an example,and uses group work methods to provide service for the company's 24 knowledge workers.The research question contains the following three points:1.What are the reasons for the high turnover rate of knowledge workers in company B?2.How to use social work practices to ease the high turnover rate of knowledge workers in company B?3.Rethinking the successes and shortcomings of the company's social work service,and exploring effective ways for social work to intervene in the issue of the departure of corporate knowledge workers.This study selects intervention research strategies and collects first-hand information through the PCI psychological contract scale,the "Spiritual Sailing" corporate social work service assessment form and in-depth interviews to understand the role of the group work in improving the career stability of the knowledge workers in company B.The results of the intervention show that in the two quarters after the service of the"Spiritual Sailing" group was over,the turnover rate of knowledge-based employees in Company B declined significantly.According to the available data,the turnover rate in the first three quarters of the group's services was 13.4%,13.6%,and 14.8%,respectively,and the turnover rate in the two consecutive quarters after service was 7.6%and 7.9%.The number of departures of knowledge workers in company B has reduced to half compared with the past.From the results of pre-test and post-test,the mean score of the total score of the PCI Psychological Contract Scale was 95.83 points,which was significantly higher than the previous measurement average of 66.54 points(p=0.000),indicating that the company's knowledge workers were participating in the "Spiritual Sailing" group has significantly improved the psychological contract.This also shows that group work has a significant positive effect on improving the career stability of knowledge workers.The research conclusions are as follows:1.There are four factors that affect the behavior of the B-company's knowledge-based employee's turnover:welfare,work pressure,communication effect and organizational trust;2.The team work can play a greater role in improving the career stability of knowledge-based employees.3,In order to strengthen the psychological contract between knowledge workers and enterprises,social work can be involved in ways to:improve employee benefits and benefits,clear communication channels,and expand individual social support network.