Research On Factors Influencing The Choice Intention Of Employees' Employment Region In Jiangsu Enterprises

Under the background of national efforts to implement the innovation-driven development strategy,Talents become the main body and core of innovation.The demand for talents in enterprises is increasingly urgent.Being able to better attract and maintain the talents needed by the company is an important condition for improving the effectiveness of human resource management.At present,there is an imbalance in the distribution of human resources in China.For enterprises,there is a mismatch between human resources supply and demand.On the one hand,the company has insufficient reserves for the required talents,on the other hand,the employee turnover rate of the employees is increasing year by year.In order to solve the problem of insufficient and unbalanced distribution of human resources among regions,better promote the implementation of innovation-driven development strategies.It is necessary to give high attention and in-depth research to the rational allocation of human resources between regions and evelop policies to guide.This dissertation attempts to use Jiangsu as an example to study the willingness of enterprises to choose employment areas and its influencing factors.On the one hand,it is a favorable response to the call for accelerating the construction of a strong province of talents and a strong province of human resources in Jiangsu province.On the other hand,as a large province in economy and education,it has certain typical representative meanings from the conclusions of Jiangsu enterprise employees.The dissertation reviews and summarizes related literatures at home and abroad.The factors that affect the employment region selection of enterprise employees are sorted out.Finding deficiencies in research.This dissertation starting from the employment selection characteristics of Jiangsu enterprise employees and the realistic needs of building a strong provincial strategy.From the two major modules of micro-environmental factors and macroenvironmental factors,a theoretical analysis model is established to influence the employment selection factors of employees,and design a three-level indicator system that affects the willingness of employees to choose employment areas.Questionnaires were issued to graduates of colleges and universities and employees of enterprises who have had a certain number of working years in North,Central,South Jiangsu Province.Nonparametric test was used to analyze the sample data.To find out whether there is a difference in the choice of employment area between the employees who are employed for the first time and those who are employed again.After a preliminary understanding of the status of employee selection,principal component analysis was used to extract the main factors that affect the selection of employment areas.The relationship between influencing factors and employment region selection was discussed through regression analysis.The results of primary and re-employment groups were compared.It is found that there are significant differences in the influencing factors of the initial employment and re-employment of enterprise employees.The choice of employment area of the initial employment group is greatly influenced by their own job satisfaction,resources,emotional needs and corporate household registration preference.When re-employment groups choose employment places,they pay more attention to their consideration of marriage and the impact of household registration on family and career development.Based on the conclusion of the research,the dissertation puts forward some policy Suggestions on the recruitment of employees in Jiangsu regional enterprises.From the aspects of recruitment fairness,employee management effectiveness,enterprise culture inclusiveness,welfare system perfection,etc,to enhance the attractiveness of enterprise talents.At the same time,from the perspective of strengthening employment guidance,improving the policy system of talent flow and strengthening economic construction,this dissertation puts forward some countermeasures and Suggestions to optimize the allocation of regional human resources.