Research On The Decision-making Of Labor Turnover Behavior

During the 30 years since China's reform and opening up, labor legislation gradually become perfected and popularized. At the beginning of labor legislation, the purpose of labor legislation is the lack of protection of workers through labor contract bargaining power to obtain wage a stable life for workers and employers to prevent excessive use of long-term oversupply in the labor market the consequences of the situation caused by the combination of social protection for workers is a serious shortage, leading to over-exploitation of workers for employers, and even restrict the freedom of workers.But with social change and China's industrial upgrading, objectively requires the employer and the employee must maintain long-term stable relationship, and the labor contract law was enacted into effect exacerbate this trend. Employers of workers leaving for unilateral restrictions soon become history. Workers with both employers rupture game results showed no damage to the interests of workers unilaterally and workers to swallow, but the performance of active workers to protect their rights. Enhance the performance of self-protection awareness of workers leaving for the workers to become the norm. According to worry-free future release of "2014 resignation and salary survey report," said the employee turnover rate in 2013 was 16.3% on average, and employee turnover is a phenomenon throughout various industries, types of jobs, which is caused by the employer's attention.Labor contract theory for our understanding of the enterprise offers a new way of thinking, for the workers to leave studies, the original only need to consider the cost-benefit of workers themselves to make decisions, to the development of workers leaving the workers and employers of both things, workers are no longer completely rational person omniscient, but became a need for its own sake and employers negotiation of social beings, and therefore is the inevitable result of workers leaving workers with employers negotiated rupture.Bargaining theory opens the door to look at departure from the dynamic point of view, that worker turnover is a bargaining process, and the result is the formation of a bargaining labor contracts. Through such bargaining theory, we can talk about worker turnover is understood to be the result of unsuccessful negotiations between the two sides due to workers and employers continue to bargain caused caused.Because compared to workers and employers in a weak position in the deprived, and therefore labor itself, the main factors leading to the breakdown of negotiations the workers feel is fair. Factors affecting the workers there are three main sense of fairness:the level of their wages, reservation wage workers and employers as well as cooperation Share share.Through the above study, we draw the following conclusions:the labor contract is for the co-workers and employers bargain negotiated surplus sharing, which essentially is not fair; leaving workers are workers and employers both sides of the bargaining rupture important factors that affect wages of workers leaving decisions; the response of workers to retain workers wages equivalent to the risk point of negotiations with employers, the reservation wage will affect the level of risk the breakdown of negotiations between the two sides; investment in human capital has a dual effect. Human capital investment on the one hand can enhance the bargaining power of workers, to share more of the share, the other human capital investment will affect freedom of workers, namely, human capital investment can kidnap workers, leaving the possibility of making the worker becomes low; another worker preferences for fairness will lead workers to refuse certain favorable conditions for itself.