Motivations Of Chinese Middle Managers Frequently Quitting International Organizations Operating In China

Employee turnover in China is tremendously elevated and keeping key Chinese middle managers is a major human resource dilemma,for talent is not just flying away, it's flying away fast within the multinational labor market.This master thesis aims at investigating some real motivational reasons or sources of Chinese middle managers' voluntary turnover in Multinationals and Joint Ventures in China and forwarding some suggestions to solve the management problem.The results should assist human resource managers in International firms to ascertain whether their overall retention strategy is well planned to satisfy employees' physiological,safety,social,esteem,and self actualization needs so as to decrease the turnover rate at its lowest level possible.A qualitative research was conducted by distributing a three-scale questionnaire which covered organizational,environmental,and demographic factors.Descriptive statistics were used to collect,summarize,and graphically represent the results.The findings indicate that organizational factors are more responsible for Chinese middle managers' turnover as compare to environmental factors.It is also revealed that older employees were less likely to leave the organization than younger employees and that female employees are more likely to quit than males.Human resource managers should make use of tools and models like Lee G.Bolman and Terrence E.Deal theories on refraining organizations and Abraham Maslow's hierarchy of needs to categorize and understand the real origins of factors that lead to turnover so as to solve the management dilemma by matching organization's circumstances and the natural expectations of employees.