Research On The Staff Turnover Of C Company

With the development of knowledge economy and globalization, increasing competition among enterprises, the enterprises, the talent is the source of life, is the essence of the core competitiveness and retain qualified personnel is also to keep the sustainable development of enterprise capital. The modern enterprise is facing a new competitive environment - continuous change and a high degree of uncertainty. In this environment, as a knowledge carrier enterprise knowledge workers is the main source of competitive advantage, and thus become the focal point of the enterprise, which is the flow of knowledge workers to provide a source of power and possibility. In addition, knowledge workers themselves with the pursuit of career and choice of a variety of features, coupled with the development of economic globalization, making knowledge workers worldwide flow of increasingly frequent and personnel mobility in society today a major feature.However, many of our businesses in this war for talent is at a disadvantage in a knowledge-based employees of a large number of loss making enterprises are subject to multiple losses, or even a threat to corporate survival and long-term development. How do the absorption of knowledge-based talent, nurturing, motivating and retaining work are particularly important.In this paper, human resources management turnover theory, analyzing flow characteristics of knowledge workers, and research in the theory based on the employees of the C questionnaires, 85 valid questionnaires were received, the data collected using SPSS11.5 software calculated the mean, variance and regression analysis to study the job satisfaction, corporate commitment, job opportunities outside the cognitive knowledge Turnover Intention, and personal characteristics of job satisfaction and commitment of enterprises . Based on the main conclusions: job satisfaction, organizational commitment and job opportunities outside the subjective perception of the intention to quit were significantly predictive ability. Employee job satisfaction, higher organizational commitment, lower turnover intention, and perception of external job opportunities, the higher the turnover will be higher. In addition, age, education, job and office term employees with different attributes of job satisfaction and organizational commitment were significant differences. Finally, the study's main conclusions drawn from the different attributes of the company's overall strategy and specific strategies staff C company made two proposals retained knowledge workers, while companies retain knowledge workers make general recommendations, and this paper is summarized.