Inducing Factors And Intervention Strategies About Turnover Intention Of Engineering Consultants

Engineering consulting business is one of the core businesses in the field of engineering construction,and high-quality engineering consultants are the core resources of engineering consulting enterprises and an important part of their core competitiveness.In recent years,the phenomenon of employee turnover behavior in the engineering consulting industry has become more and more serious,which brings huge losses to engineering consulting enterprises.How to reduce employee turnover behavior in the engineering consulting industry has become a focal topic to be solved in both theoretical and practical circles.Considering that the turnover intention is an important predictor of employee turnover,it is very important to study and discuss various causes of turnover intention of engineering consultants,and then put forward corresponding countermeasures.Firstly,this study analyzes the current situation and personnel characteristics of the engineering consulting industry.According to literature review,news report and field investigation,this study preliminarily found the actual situation of the turnover phenomenon of engineering consultants,and demonstrated that the engineering consulting industry has a high turnover intention through a small scale questionnaire survey.Secondly,through literature research,semi-structured interviews and expert interviews,this study systematically identified 17 main causes of turnover intention of engineering consultants in society,organization,work and individual level,including: external job opportunities,fierce industry competition,organizational unsupport,unfair organizational distribution,unfair organizational procedures,abusive management,low job satisfaction,heavy work load,high work pressure,job insecurity,low flexibility,low sense of self-efficacy,psychological contract violation,job burnout,family centrality,low organizational commitment and low degree of work embedment.Thirdly,this study prepared questionnaires based on the maturity measurement scale,and carried out pre-survey and formal survey through the combination of network and field.A total of 127 valid samples were obtained from the pre-survey,and SPSS and MPLUS were used to analyze the sample data,which proved that the questionnaire scale had good reliability and validity,and the research model was reasonable and operable.A total of 245 valid samples were obtained from the formal survey,and through the difference analysis,correlation analysis and regression analysis of the survey data,this thesis determines key causes of turnover intention of engineering consultants.Finally,this study puts forward the countermeasures and suggestions to restrain the turnover intention of engineering consultants from society,organization,work and individual aspects.Based on the Price-Mueller 2000 model,Herzberg’s Two-Factor theory,and related studies,this study developed measurement scales for the turnover intention and turnover-intention causes in combination with the current situation of our engineering consulting industry and the working characteristics of engineering consultants.At the same time,this thesis systematically identify causes of turnover intention of engineering consultants and determine the key cause of of turnover intention of engineering consultants.The research results enrich the theoretical research on turnover intention of employees in engineering consulting industry,and promote the application and development of Price-Mueller 2000 model and Herzberg’s Two-Factor theory in engineering consulting industry.In addition,the countermeasures and suggestions for restraining the turnover intention of engineering consultants proposed in this study can help engineering consulting enterprises take measures to effectively prevent the occurrence of employee intention and alleviate the loss trend of engineering consultants,so as to provide reference and reference for improving the core competitiveness of enterprises.In addition,the countermeasures and suggestions to suppress the turnover intention of engineering consultants proposed in this study can help enterprises effectively prevent the occurrence of employee turnover,alleviate the loss trend of engineering consultants,and thus improve the core competitiveness of enterprises.The thesis includes 16 figures,45 tables,and 125 references.