| The 21st century is the era of knowledge and economy, which differentiates from other ages with its distinct features:one is the speed of updating knowledge become faster and faster; the other is informationization and electronization that has become the mainstream of time; still the others are the knowledge information capital exceeding other capitals, which occupied an important position. If the enterprises want to get ahead in the competition and get rapid development in this background, they must have knowledge-based talents who master expertise and skills in relevant fields, have the ability to learn and create, can make full use of information resources and make its value maximum. For the enterprise, the most important thing in management is to improve knowledge-worker's productivity in the 21st century, because the most valuable resources is the productive forces which is created by knowledgeable staff.However, with the approach of the era of knowledge economy, enterprises are facing new huge challenge because of the intensive domestic and abroad competition. Since the last decade of 20th century, many Private enterprises rapidly develop and abruptly decline, such as Giants bankruptcy, Aidor landslides, Mutalisk depressed, Samz decline, which are regrettable. There are many reasons for this business failure. But one of the very important aspects is the excessive drain of talent, especially excessive loss caused by knowledge staff make the developing power weak and whole competitiveness decline. According to the statistics, the private enterprise average employee turnover is as much as 50% or so, including senior management personnel, about 20% technical personnel per year have the intention of resignation, but the experts acclaim that the normal ratio should be in 15%. Moreover, most of the private enterprises attach little attention to their staff, workers face great pressure, such as working conditions and bad environment, low compensation benefits, the limited development space for employee. Meanwhile, the company related system construction is not perfect that impact the enthusiasm of employees and aggravate employee turnover. Overall, the greater pressure on work impact employee turnover. About the related study of working pressure, foreign research started earlier, has basically formed relatively mature work pressure theory and model. The domestic research about work stress relatively lags behind a decade, which mainly introduces the western pressure theory and the empirical research. It basically is on the stage of following the results foreign research.Excessive work pressure will make staff have a series of abnormal reaction in psychology, physiology. Especially, the sense of happiness in work deserve to concern. Some researchers work to explore the factors and effect of influencing work happiness. Research shows that the work stress caused by the conflict between work and non-work was significantly related with subjective sense of happiness. About the research of happiness itself, it generally studies from two aspects: subjective well-being and psychological well-being. And the relationship between work pressure and work happiness is still not settled, either the relationship of work happiness and turnover tendency is not clear.This thesis will explore the relationship between work pressure, work happiness and quit tendency. And we will illustrate the prediction function of the work pressure, work happiness to resignation and confirm the theoretical model among the three aspects. The study will help enterprises, from the aspect of human resources management, to effectively deal with and reduce stress, lower employee turnover, avoid the tendency to excessive loss of employees. Therefore, it will be significant to promote enterprise sustainable, stable development. |
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