Influence Factor Research Of University Graduate Turnover In Enterprises

Ever since the expansion of university scales, the number of university recruitment and graduates has also increased rapidly. As a result, it has become more and more difficult for university graduates to find employment opportunities. This has also become an important issue that aroused wide social concern. On the other hand, the turnover rate of newly recruited graduates in the enterprises has been quite high, which has caused serious headaches for human resources managers. Nowadays, enterprises are still the major employers of the university graduates and the increasing turnover rate of newly recruited graduates is neither good for the career development of the students nor beneficial to the long-term development of the enterprises. Therefore, it is of great significance to study this high turnover phenomenon of the university graduates. The author attempts to take the sample group of university graduates who has less than four years of work experience and has quit their jobs at least once to study the influence factors of their resignation.Based on the analysis of present turnover theory and influence factors of employee turnover, the author has conducted an empirical study on the influence factors of university graduates who has worked for less than four years in the enterprises using descriptive statistical analysis and factor analysis. Through explorative factor analysis, the author has discovered five influence factors including payment factor, personal traits, leader factor, work pressure and organizational factor.Finally, based on the conclusion of the above analysis, the author has put forward several suggestions to effectively decrease the turnover rate of new university graduates. First, motivation organism that fits the career development needs of the new university graduates should be established in the enterprises. Second, work enrichment measurements should be taken to increase job satisfaction. Third, career development needs of the young university graduates should be satisfied. Fourth, pre-job training and rational consumption of human resources should be paid attention to. Fifth, a university graduate turnover precaution organism must be established within enterprises.