A Case Study Of Turnover Intention Of Knowledge Employees In Shandong Explorer Optoelectronic Technology Co., Ltd.

With the developing of information technology,accelerating the pace of economic globalization,the potential in all walks of life have been excavated,the fine development of the industry to increase the industry's professional degrees,and strengthened the quality requirements for staff.With the generation after85 s and 90 s as a new generation of knowledge staff have also been on jobs,gradually some critical even as the company's technical personnel,they will become the important force to promote the development of society and economy.About how to effective management of knowledge workers and knowledge workers turnover intention of the study was medium enterprise more and more attention,however,the growth of the special environment and characteristics of The Times,the generation after 85 s and 90 s,especially the knowledge workers have their own characteristics in the work.According to the company's annual recruitment of a large number of knowledge workers,due to the loss of various reasons,this high turnover rate can not be ignored.This article mainly aimed at the influence factors in Shandong Explorer Optoelectronic Technology Co.,Ltd.knowledge staff turnover intention to find problems and study,through the interview method,questionnaire method,enterprise query methods such as literature.According to the Shandong Explorer Optoelectronic Technology Co.,Ltd.research and provide data support for effective empirical analysis.Through the analysis we can get the following conclusions:(1)the influence factors of turnover intention from the social level,organization level and individual level,group level,the interpersonal level can be found,the management of knowledge workers are different from previous simple straightforward labor management.(2)corporate culture influences the sense of identity and belonging of knowledge-based employees,which has a significant impact on the turnover intention of knowledge workers.(3)the organization develops too fast and leads to structural dimission,while the chaos of corporate governance aggravates the turnover tendency of knowledge-based employees.(4)knowledge-based employees have strong independence,autonomy,pursuit of individuality,diversification,and speaking and acting directly,not to save face and emphasize innovation;They are more concerned with the opportunities for self-improvement and the ability to develop lifelong employment.More attention to the realization of self-worth;They are generally lack of loyalty to the enterprise and have deep loyalty to the major.(5)improper motivation,poor communication,and lack of fairness and justice are all factors that affect the turnover intention of knowledge-based employees.(6)to accept the return of knowledge workers,and have a positive effect on the employees who have left the company and those who have the tendency to quit.Finally combining with the conclusion in this paper improve and perfect the Shandong Explorer Optoelectronic Technology Co.,Ltd.,human resources management system,strengthen staff training,improve the knowledge staff comprehensive quality,clear responsibilities permissions,optimize the compensation system,improve the knowledge staff organizational commitment,the sense of belonging,acceptance of talents backflow in six aspects,such as management optimization Suggestions were putforward.At the same time,the limitations and prospects of this paper are pointed out.This paper is applicable to the management optimization of Shandong Explorer Optoelectronic Technology Co.,Ltd.,but it is not necessarily applicable to other enterprises.And the turnover intention of knowledge employees will continue to be an important subject in the future.