The Empirical Research On A Model Of The Talents Voluntary Turnover In Enterprise

In this paper, people who have job-hopping experiences, with bachelor or above degree and whose age under 35 are selected as research objects. In consideration of the main characteristics of job-seeking conditions in today's information era, innovative research was carried out based on several foreign popular turnover models and talent voluntary turnover model was created. The model was composed of source of job opportunities, turnover path and turnover decision patterns.Primary questionnaire was issued to 15 survey objects to valuate the applicability of the model. After analyzing the survey results, Primary questionnaire was adjusted and corrected and formal questionnaire form was made. Investigation was performed by issuing the formal questionnaire to 180 research objects. Results statistics and analysis give four conclusions. The first conclusion is on the job-seeking condition, it shows that in today's information era it is easy for a person to access recruitment source. Job seekers are facing severe competition and pressure. It is a prevalent phenomenon that job seekers can involuntary get recruitment information. The second conclusion is on the influence of job seeking conditions to turnover path: (1) Easiness and adequacy to recruitment information has a positive correlation with job dissatisfaction turnover. (2) Severity of job seeking competition and pressure has a positive correlation with the turnover after secure a new job behavior. (3) There is a positive correlation between job seeking competition severity and employee's comparison of expectation match degree behavior. (4) There is a positive correlation between involuntary job information and without dissatisfaction turnover behavior. The third conclusion is on turnover path. Typical path as this: access to recruitment information - evaluate the information - application -expectation comparison - gains and losses consideration - turnover determination. The fourth conclusion is on job expectation: (1) Employees job expectation is in many aspects (2) Employees have job preference (3) Different employee has different job expectation.There are some limitations in my work, for example the research method, data collection process and sample selection can be bettered. Future research can focus on other turnover groups or carry out further study on how to make some expectation of the future job, and how to make a comparison of expectation match degree, etc.