Research On The Influencing Factors Of New Generation Employees' Turnover Intention

At present,the new generation of employees of enterprises turnover rate remains high.This situation is not conducive to the development of the company or the career progress of employees themselves.How to retain the new generation of employees and enterprises in the same boat,to achieve a win-win situation,has become a common concern of enterprises and the whole society.This study provides a realistic basis and suggestions for companies to improve their career management capabilities and effectively develop human resources by exploring the status and influencing factors of the turnover intention of the new generation of employees.This study takes the new generation of employees in Chinese enterprises as the object,through the domestic and foreign literature reviews,to determine the purpose and content of the research,and combined with the interview content to build a theoretical model and put forward research hypotheses.In the course of theoretical research and interviews,it was found that salary satisfaction,work pressure,career development,person-job matching,career planning,interpersonal relationships and working environment are the main factors influencing the turnover intention of new generation employees.On this basis,through empirical research to verify,the following research conclusions are drawn: First,the new generation of employees in the company is more dissatisfied with the current salary and benefits,greater work pressure,lower career planning ability,and the phenomenon of active separation is more common.But relatively satisfied with the interpersonal relationship in the enterprise;Second,the demographic variables such as the gender,marriage and childbirth,the nature of the household registration,the nature of the unit,the position,and monthly income of the new generation of employees in the company have significant differences in the direction of turnover;Third,salary satisfaction,career development,person-job matching,interpersonal relationships and working environment are significantly negatively correlated with turnover intentions,and work pressure is significantly positively correlated with turnover intentions;Fourth,through the establishment of regression equations,this study found that career development,person-job matching,salary satisfaction,job pressure and career planning have a significant impact on turnover intentions.Based on the above survey and combined with literature references,this study makes suggestions for stabilizing the new generation of employees: pay attention to the career development of new generation employees and improve their career development path;strengthen the new-generation employees' job-job matching and clarify the employment standards;establish a salary performance evaluation system and improve the welfare system;pay attention to the mental health of new generation employees and relieve work pressure;Improve the career planning ability of new generation employees and lead the career development.