Case Study On The Employee Turnover In Y Company

With the continuous development of China’s market economy,the competition for talents among enterprises is more and more fierce.As an important channel for enterprises to seek middle and senior talents,headhunting companies play an important role in promoting the upgrading and optimization of talent structure among enterprises.At present,domestic headhunting enterprises are still in the stage of extensive management,lack of mechanism to retain and cultivate talents,resulting in a large number of internal staff resign,which brings huge costs and losses to headhunting companies,and restricts the rapid development of enterprises.Based on the Price Muller(2000)model,this thesis selects the employees of Y company as the research object,and studies the employee turnover of Y company.This thesis uses literature reading research,questionnaire survey,empirical analysis and other research methods,and uses the SPSS data statistics software to analyze the results of the questionnaire,using principal component analysis,one-way ANOVA,Crosstab analysis,correlation analysis and other methods,and finally comes to the following conclusion: the main factors affecting the turnover intention of Y company employees include job Satisfaction,career development,result fairness,work participation,salary and welfare,promotion opportunities,social support,etc.;salary,career development,result fairness,social support are significantly related to job satisfaction,organizational commitment,job seeking behavior,turnover intention and other process variables;There is no significant difference between demographic variables and process variables such as job satisfaction,organizational commitment,job seeking behavior,turnover intention,etc.Finally,on the basis of empirical analysis,combined with Maslow’s hierarchy of needs,Hygiene-motivational factors,Adams’ equity theory,Expectancy Theory and so on,the following suggestions are put forward for Y company employee management: Design reasonable salary system to ensure fairness;Adjust the promotion system and improve the career planning;Change the way of leadership and improve work participation.