Analysis Of Employees Flowing Out In Private Enterprise And Solution Method Research

20 years passed, private enterprises in China played an important role in economy development. With the improvement of the macroeconomic environment, private enterprises in China are confronted with an opportunity, along with the big challenge and risk. On the one hand, talented persons are necessary for the development of private enterprises; on the other hand, the most popular problem which private enterprises will face is competing for HR, introducing talented persons, how to maintain them and encourage them to perform well.By analyzing influence factors of employee flowed out, the thesis all round and deeply discuss the issue of how to introduce talented persons, make good use of talented persons and attracted talented persons while they continually seek for new development ways. Aiming at the feature and present issue of private enterprises, a turnover model was set up on the basis of the previous research, which includes the following independent variables: demographic factors, pay level, supervision, role stressor (role ambiguity and role conflict), organizational justice (procedural justice and distributive justice), person-organization fit, perceived alternative employment opportunity and organizational commitment. Turnover intention is the dependent factor in the study. Data was collected using a questionnaire that contained measures of the variables. Findings of the study suggest that the interaction of role ambiguity and PAEO (Perceived Alternative Employment Opportunity), and the interaction of person-organization fit and PAEO are the main factors associated with turnover intention in private enterprises. In conclusion, according to the current status of the Human Resource Management in private enterprises, the thesis provided the corresponding solution on the level of HRM to avoid unnecessary employee turnover.Expect the thesis will be helpful for Human Resource Management in private enterprises.