Study On The Relationship Between The Organizational Attractiveness And Voluntary Turnover Intention

Along with the improvement of the labor law system in our country, more and more workers pay attention to identity and status in the enterprise, and salary and welfare associated with identity. Especially in state-owned enterprises, the identity of the enjoy pay, training and promotion opportunities of different employees have a lot of different between formal incorporation and labor dispatching in one organization. Due to the unfairness of identity,some employees’ organization attractiveness have been effected both in material and spirit,which result in a large number of voluntary turnover. Some hypotheses have been put forward in the article through extensive literature research of organizations attractiveness and voluntary turnover, based on categories of identity in our country. A series of factors of identity perception are discussed.The purpose is to propose other factors of organization attractiveness, further enrich employee voluntary turnover theory, and put forward some practical feasible suggestion of recruiment and employee management from the point of view of the identity.This study includes three parts. The first part is basic theory, which defines the defination of identity and classification,meanwhile discusses the theory of organization attraction and voluntary turnover at home and abroad.The second part is empirical analysis, this study adopt questionnaire to collect data and perform an analysis. The third chapter put forward three groups of hypothesis through relation analysis of identity classification, organization attractiveness and voluntary turnover intention.The fourth chapter makes a analysis according to the three groups of hypothesis,and discuss the factors of identity difference sensitivity. The third part is the conclusion, advice and prospects. The last part of this article proposes a series of suggestions improving organization management under the background of the identity difference,in addition,put forward the future direction of the research.The research methods of this thesis is questionnaire and statistics analysis, using the quantitative analysis and qualitative analysis. The voluntary turnover intention questionnaire adopt reference the mature research scale, the organization attractiveness questionare adopt scale modified scale, which both pass the reliability and validity examination. At the same time, some demographic variables,such as gender, age, nation are added to the questionnaire. The empirical analysis uses the Spss16.0to discuss the relationship of the three main variables through reliability and validity analysis, descriptive analysis and correlation analysis, multiple regression analysis.The article further verified this hypothesis by mean analysis, and explore how gender and age effect organization attractiveness and voluntary turnover intention.The study analyzes influence factors of organization attractiveness, and the relationship of identity difference, organization attractiveness and voluntary turnover intention,comes to a conclusion below: More unstable staff’s identity is in the organization, more obvious voluntary turnover intention is. Voluntary turnover intention is from strong to weak, along with the stable degree of identity from strong to weak:formal incorporation, labor dispatching,contract, employment, social recruitment.(1) Employee’s organization attractiveness is different,along with identity difference. In an organization, more stable employee’s identity is, the higher bonding degree of employee and organization, the higher organization attractiveness is.(2) Organization attractiveness has negative affect to voluntary turnover intention by instrumental attribution and symbolic attribution.(4) Organization attractiveness has intermediary affect between identity difference and voluntary turnover intention. Identity difference effects voluntary turnover intention through organization attractiveness, and intermediary affect of instrumental attribution is stronger than symbolic attribution.The article based puts forward a series of Suggestions below based on the empirical analysis result and actual management problems:(1) enterprise culture, build a fair,healthy and positive organizational culture atmosphere; atmosphere;(2) establish a relatively fair promotion channel;(3) help staff to establish correct fairness awareness;(4) In recruitment, interviewers should learn job seekers’motivation and professional development plan as much as they can.(5)establish a fair effective salary system in order to r motivate employees fully.