The Research Of The Affection On Staff Outflow Based On The Social Network Perspective

Under such a large carrier environment of technology development in the21stcentury, as an important factor of technological innovation, the role of "people" in thebusiness growth has been widely appreciated. Staff outflow is a common challenge forinternational company in China; the outflow may cause visible or invisible loss for acompany. Previous studies in terms of staff turnover are mostly produced from theviewpoint of economics and management. In the field of classification, influencing factorsand even the relevant solutions of employee turnover research have obtained a lot ofachievements; meanwhile ignore the various social networks which people have as asocial organization. For the staff's social network has a great impact on the various acts ofstaff, the staff's social network is increasingly becoming the topic of enterprisemanagement. On the basis of previous studies, I choose perspective of social network onstaff to study.This thesis will focus on the following three aspects:First of all,using the perspective of social network to study the stuff turnover behavior.The research of social network on organizational behavior is quite common amongcountries. While stuff turnover as a new form of organizational behavior which is veryimportant, the study of using the social networks to research the turnover and loss ofemployees is nearly in a blank period. Therefore, this thesis took a new perspective.Secondly, except the personal factors, the external factors had great impact on thestaff turnover in the past. Although staff turnover is a personal behavior, but differentsocial networks had different situations. Most previous findings from the direct drivers(including job satisfaction, organizational level of matching, salary conditions andemployment opportunities in the labor market etc.) and cognitive adjustment factors(including herd sexual, psychological accounts and employment experience etc.). Thisstudy chooses the structure, contact and cognitive these three aspects of social networks todiscuss the behavior of the staff flow. Based on the traditional study of economics andmanagement, I choose a new interdisciplinary research perspective-sociology, to researchthe very important organizational behavior of staff turnover.Finally, this study will use a combination of quantitative and qualitative researchmethods, on the new study of contents and views, not only use the qualitative theoreticalanalysis, but also with the quantitative empirical analysis which is the theory and practicewould help the theory improvement. Its resulting findings are innovative and highly reliable.Through my great concentration on the research, I eventually found that the staffsocial network had some influence on the flowing behavior. External social network of thestaff has a significant effect employees' internal and external flow, and the internal socialnetwork of the staff have effects on the employees' internal flow, has none effect on theexternal flow. The situation of staff outflow can be improved by referring the final resultsof the social networks.