Study On The Influence Of Organizational Career Management On Dimission Tendency Of Young Employees In Railway Enterprises

In recent years,the young employees of China’s railway enterprises frequently change jobs,with a high dimission rate.Although railway companies recruit a large number of new employees from universities and society every year,the loss of young employees is also fast.As a result,railroad companies spend a lot of money on hiring every year.The frequent job-hopping and high dimission rate of employees is a problem that managers of most Chinese enterprises,including railway enterprises,pay close attention to and have a headache about.The research results on the dimission tendency and dimission rate of employees in Chinese enterprises show that,Most of the reasons why employees leave their jobs are related to their own pursuit.The development of enterprises and relevant systems of enterprises cannot meet the needs of individual career development of employees,which eventually leads to the dimission of employees.How to manage young employees,how to help young employees with their career planning,so as to improve their stability and reduce their turnover rate has become a problem that most managers must consider at present.Based on these questions,combined with the status and nature of railway enterprises,this paper,in the form of questionnaire and empirical analysis,discusses the perception and satisfaction of young employees in railway enterprises on organizational career management,as well as their dimission intention status,and analyzes whether and what kind of relationship exists between them.This paper aims to propose corresponding improvement strategies for the organizational career management of railway enterprises based on the analysis of the two.In order to reduce the turnover tendency of young employees,reduce the recruitment cost of railway enterprises,and help railway enterprises to retain outstanding young employees.This study was carried out in the form of interview.Based on the interview results and the research results of experts,the organizational career management of railway enterprises is divided into four aspects:providing professional information,fair promotion,paying attention to training and professional self-cognition,the corresponding questionnaire was developed.SPSS21.0 was used to analyze the collected questionnaire data,and descriptive statistics,factor analysis,correlation analysis and regression analysis were used,to observe and summarize the impact of career management and individual characteristics of young employees on their turnover intention,the following conclusions are drawn:Firstly,young employees are less satisfied with the input of 17 occupational management variables in railway enterprises.Among them,the three items that young employees are most satisfied with are:Provide regular or irregular training to employees,encourage employees to participate in on-the-job training and create a learning environment for employees.All three are in the training dimension;The three items that young employees are most dissatisfied with are:job rotation to enrich employee skills,provide guidance to employees on their career development direction,and providing employees with assessment details and results,which all belong to the dimension of career self-cognition.Secondly,the influence of gender,marital status,working years and educational background on the turnover tendency of young employees in railway enterprises is not very high,however,with the increase of age,the turnover tendency of young employees in railway enterprises will increase slightly.Thirdly,organizational career management has a significant negative impact on the turnover tendency of young employees in railway enterprises,and the four dimensions of organizational career management also have a significant negative impact on the turnover tendency of young employees in railway enterprises.Finally,based on the above analysis results,this paper puts forward the corresponding countermeasures from the two aspects of young employees themselves and railway enterprises,in order to reduce the turnover tendency of young employees in railway enterprises.