Research On The Loss Of Labor Dispatch Employees From The Financial Department Of H Institute

Ever since reform and opening up,China has gradually introduced labor dispatch employment system from overseas to make up for the constraint of fixed-quota staffing and reduce the cost of human resources.Universities have also gradually regarded it has an important supplementary employment model.Currently,the labor dispatch employees at universities mostly concentrate in basic service departments such as Financial Department and Employment Guidance Department,etc.As an indispensable professional technical team at universities,financial employees play an important role in improving the use efficiency of government financial capital and safeguarding the normal operation of relevant work.However,owing the imperfection in relevant systems and guarantee measures,labor dispatch employees have a low level of job satisfaction and a high loss rate,which has become a key problem that affects the financial staff team stability and department business operation of H Institute.Firstly,the thesis takes labor dispatch employees of the Financial Department of H Institute as the research object.Through sorting out relevant concepts and research status on the loss of domestic and overseas employees,the thesis selects the Price-Mueller(2000)Model adopted by the research.Besides,the thesis introduces the status and effects of the loss of labor dispatch employees from the Financial Department of H Institute and conducts interview survey and questionnaire survey on the status of labor dispatch employees from the Financial Department of H Institute.Furthermore,the thesis adopts SPSS software,conducts relevance analysis and multivariate regression analysis on the questionnaire survey data,and arrives at the following conclusions: Firstly,factors influencing the resignation intention of labor dispatch employees from the Financial Department of H Institute mainly include negative emotion,job participation,distribution equality,salary,and promotion opportunities.Secondly,negative emotion and resignation intention are significantly positively correlated with each other while job participation,distribution equality,salary,and promotional opportunities are significantly negatively correlated with resignation intention.Thirdly,employees' gender,age,marital status,education level,position,and work seniority will not exert an effect on resignation intention.Based on the interview results of H Institute,the thesis summarizes the reasons for the loss of labor dispatch employees from the Financial Department of H Institute,mainly including imperfect salary system,formalistic performance evaluation,obscure career development path,and the lack of communication and emphasis,individual difference of employees.Targeting the critical reasons for the loss of employees,the thesis proposes countermeasures to solve the loss of labor dispatch employees from the Financial Department of H Institute and retain and make good use of excellent labor dispatch employees.Specifically,we should improve the salary structure,increase the welfare,improve the performance evaluation structure,enhance the distribution equality,clarify career development paths,pay attention to relevant training,stress employee communication,and strengthen the sense of organizational belonging,organize the selection and recruitment,clarify the employment standard.This conclusion possesses referential value for solving the loss of labor dispatch employees from the Financial Department of H Institute and also provides reference for stabilizing labor dispatch employee teams for financial departments of other universities.