New Generation-migrant Workers' Turnover:Motivational Forces And Decision-making Criteria

New-generation migrant workers' turnover has become an important realistic problem in enterprises.However,research results based on traditional organization centered turnover research cannot well explain such phenomenon.For example,traditional turnover research regarded job satisfaction and organizational commitment as the important mechanism of turnover,however,a few sheets of studies of new-generation migrant workers show that attitude factors related to the organization couldn't fully explain the new-generation migrant workers' turnover.Management scholarship also calls for positive consideration to the new-generation migrant workers.This study argues that traditional turnover researches have started with reducing the negative effects of turnover and made the organization as the core of the problem while ignoring the decision-makers which should not be ignored.Taking the decision makers as the core of problem will help us get more real and exact knowledge of turnover decision.Based on literature review,this study pointed out that the Motivational Forces should be taken as a more basic explanation of turnover and it was appropriate for the explanation of the new-generation migrant workers' turnover.Study I used TAMS to investigate the new-generation migrant workers to analyze their motivational forces of turnover and also compare them to the first-generation migrant workers.Result showed that the new-generation migrant workers' turnover intention had been better predicted by the job alternatives?psychological cost?friends' normative and affective forces.Result also showed that the motivational forces which drove the new-generation migrant workers' turnover intention were really different with which drove the first-generation migrant workers' turnover intention.Specifically,the new-generation migrant workers' turnover intention was more easily affected by friends' normative while the first-generation migrant workers' turnover intention was more easily affected by family' normative.Study one also pointed out that there may be some irrational factors in turnover decision.Study II focused on the new-generation migrant workers' turnover decision-making,used semi-structured in-depth interview to get first-hand material about their turnover decision,and recruited the Grounded Theory to analyze these data in detail.Research found the main factors in the new generation of migrant workers' turnover decision-making process,and refined the core category-turnover decision criteria.When the new-generation migrant workers' made turnover decision,they used two category of decision criterion.One was the absolute criterion include family responsibility and relation cost and the other was the relative criterion which they used to compare among jobs and organizations.The two criteria played different roles in turnover decision-making process yet they were not mentioned in the literature before.Then,the important factors and the characteristics of turnover decision were discussed.This study highlighted the decision-makers' subjectivity,and made turnover research back to the decision framework.From the decision-making view of new-generation migrant workers,this study constructed the turnover decision model of this subpopulation.The study suggested that if we want to learn more about turnover,we should give the decision-maker more consideration and treat them as core of the research.This research also provided some suggestion for management.Because of the importance of absolute criterion,organization should provide more family-friendly practices to support the new-generation migrant workers'psychological need for their family responsibility.