Research On Employee Turnover Intention Of Central Construction Enterprises

In recent years,central construction enterprises,as pioneers in the fields of international and domestic infrastructure construction and resource development,have achieved some results in their internal reforms.With the reform and development of enterprises,the problem of outflow in central construction enterprises is still prominent,showing the characteristics of younger employee outflow with higher education.Analyzing and studying the factors affecting employee turnover intention and controlling employee outflow within a reasonable range are inevitable issues in the reform and development of central construction enterprises.Therefore,this article focuses on the group of employees in central construction enterprises,and takes Company ZT as an example to explore the impact of interpersonal relationships and human resource management business on turnover intention of employees in central construction enterprises.Based on the analysis of the characteristics of employee outflow in central construction enterprises,and based on identity theory,social exchange theory and organizational development feedback theory,the thesis conducted a questionnaire survey on the turnover intention 536 employees of Company ZT.From seven dimensions: salary and welfare,education and training,performance appraisal,graduate training,career path,rest and vacation,and corporate culture,the statistical software SPSS26.00 was used to analyze the collected 536 valid questionnaire data,Research the influencing factors on the turnover intention of employees in Company ZT and the intermediary role of human resources management related businesses,and propose specific countermeasures and suggestions,mainly including building a compensation performance welfare system that takes into account fairness and has certain market competitiveness,strengthening the construction of a backbone talent team that masters general construction technology,strengthening the construction of high-level leading talent teams,and improving the market competitiveness of backbone talent compensation,Establish a three-dimensional employee training system,unblock career development channels,build a solid corporate culture,and improve talent introduction mechanisms.