Study On The Factors Influencing New University-graduate Staff Turnover Intention In Private Enterprises In China

Aimed at the problem of new university-graduate staffs'voluntary turnover of the private enterprise, through analyzing the results of theoretical from our country and foreign countries, and combining research results from domestic demonstration and study achievements related to turnover variables, and basised on analysising and understanding of new university-graduate staffs, this paper puts forword relevant policies of human resources management. The main findings are as following:1,The six main organizational factor that may lead to new university-graduate staffs'turnover intention are promotion and training, work motivation and achievement, corporate culture, pay equity, working conditions and interpersonal relations.2,Educational level, work experience, etc, would bring a certain impact to new university-graduate staffs'turnover intention and produce a certain degree of individual differences3,Statistical analysis shows that new university-graduate staff are not satisfied with the current promotion opportunities, payment, nature of work, etc. It is quite common that university-graduate staffs have turnover intention. New university-graduate staffs have low organizational commitment to their enterprises.4,There are negative correlations between organizational factors and turnover intention. Promotion and training, work motivation and achievement have significantly negative correlation on turnover intention. There is negative correlation between organizational commitment and turnover intention. Normative commitment and continuance commitment have significantly negative effect on turnover intention.5,This study has established the turnover intention regression equation. According to regression results, promotion and training, work motivation and achievement, corporate culture and interpersonal relations have significant effect on turnover intention.6,Turnover intentions of new university-graduate staffs are affected by the intermediate function of organizational commitment. Normative commitment and continuance commitment have partly intermediate function which distribution justice affects turnover intention.In the end, based on the result of research, this thesis puts forward six suggestions to how to retain and motivate new university-graduate staffs in private enterprises. Including improving the training and development system, strengthening the work of design,establishing a fair and reasonable payment and benefits, creating a unique corporate culture and a harmonious environment, improving the internal management system and etc..