The Research On The Relationship Between Knowledge Worker's Internal Pay Satisfaction And Turnover Intention

With the knowledge economy era, the competition has become the main theme of today's world. If the enterprises want to win in the competition, allocate its rescorece in a resonalbe way, and use more knowledge to increase its value, finally, it needs rely on the knowledge Worker that means the carrier of knowledge. Therefore, knowledge Worker has an important impact to emergence and development of the modern enterprise. However, the phenomenon of knowledge workers leaving is more common in the enterprise. They often resign because of some dissatisfaction with the enterprise and end in causing great loss to enterprise. Then, what's the reason of causing knowledge workers leaving? This issue has become the focus of the business community. In the factors that affect employee turnover, many people have thought of the pay. Salary is no doubt a way to attract employees and motivate staff. Once employees are not satisfied with the pay, will they have adverse reactions, or even leave. But for knowledge workers, they are basically satisfied with the external pay, scuh as money, these are almost no longer major factors to motivate them to work hard or continue remaining with the company. However, the problems that my thesis needs to be solved are, if the knowledge workers need for internal pay has been met, such as promotion opportunities and working conditions, and what is the relationship between workers satisfaction of internal pay and their turnover intention.The subject of this thesis is knowledge workers, the empirical method is adopted to study the relationship between the workers'internal pay satisfaction and their turnover intenion, and explore the relationship between the three dimensions of internal pay satisfaction and the workers'turnover tendency. The three dimensions are the satisfaction of pay from job factors, personal development and working conditions. In the study, pre-survey questionnaire and data analysis are used to re-classify the factors of internal pay and on this basis, the fomal questionnaire are used to get the conclusion. The conclusions are as follows: internal pay satisfaction has remarkable effect on turnover intention to the knowledge-type employees, and the pay satisfactions of job factors and working conditions influence the knowledge workers'turnonver intention obviously, but, Personal development pay satisfaction has no significant influence on leaving tendency. The work-years of knowledge-type employees has remarkable difference between internal pay satisfaction and leaving tendency, and Job position has notable differences in the inner pay satisfaction, but no notable in leaving tendency. As to the knowledge workers'education and the nature of work, there is no significant difference in the two aspects. The conclusions of this study can play some guidance roles to enterprises'human resource management, it can enable enterprises to realize the importance effect of the internal pay satisfaction on the knowledge workers'turnover intention, so as to continuously improve the level of the enterprise's internal pay management, which will help enterprises decrease their turnover intention and finally retain outstanding knowledge talent.