A Study On The Resignation Factors And Prevention Strategies Of The New Knowledge Workers

As the time changes and the economics improves, the post-80s have become the main force of modern enterprises.They grow up in the Reforming and Openning-up policy with better growth and educational enviroment. Vitality can be easily found on them as well as the unique character of young groups. As an important part of the post-80s, the knowledge-based post-80s workers have both the unique character and the ability to create wealth for the enterprises. But the knowledge-based post-80s workers are also a big problem of managers in modern management because of their thoughts, values, behavior and character of self-publicity. Their frequent job changing have impacted the modern human resource management a lot.Knowledge is the primary wealth of knowledge-based society, and the talents are the core competitive strenth of enterprises. As the knowledge-based post-80s workers play more important roles in enterprises, how to persuade them to stay to give full play of their ability has become a big problem of human resource management. Based on previous research, this dissertation try to survey the knowledge-based post-80s workers' characters, incentive preferences, satisfaction about the current incentiveness and the incentive status throw manners of personal interviews and questionnaire survey, and it tries to find out the main incentive reason for their quit and proposes the incentive policy to provent their resignation.First of all, it lists some incentive reasons that affect their work attitude and prepair the questionnaire survey about their character and incentive factor based on the previous research and personal interviews.Then, by carrying out the survey, this dissertation collects the data about their main character, the need and satisfactary for each incentive factor and the actual incentive status. It uses sociology statistical software SPSS to analyze the difference of the importances and the satisfactary of each incentive factor.The third, through the statistic of the characters of the knowledge-based post-80s workers and the difference of the incentive factor and satisfactary, the analysis of reasons for their quit has been completed. The reasons include personal character, enterprise incentive factor and the social reasons. Based on the result, this dissertation has built the quit-model of the knowledge-based post-80s workers.The fourth, this dissertation disscusses how much can their background affect the importance of the incentive factor, and find out the relationship between the satisfactary and the status of incentive factors based on the questionnaire survey. And it corrects the quit-model further.At last, this dissertation proposes some incentive manners to ensure their stay based on the research. This chapter start from the following aspects:the promotion of personal quality, enterprise encouragement and the social guidance. This dissertation mainly focuses on the enterprise encouragement, and elaborates it from the aspects of work value incentive and enterprise enviroment incentive.