A Study On Turnaver Among College Instructors

College instructors’voluntary turnover indicatesthe deficit of the human resource management in public department, suggesting that the human resource management strategies should be improved to forge a stable team of college instructors with good qualification in order to support the development of the college. The case of Guangzhou Vocational School of Technology and Business (GVSTB) was taken as an example. Drawing upon extant theory of voluntary turnover and the findings regarding instructors’voluntary turnover, the current study studied GVSTB instructors’ voluntary turnover problem and its influential factors by using investigation and statistical approach. In line with the current findings as well as the reality situation and the author’s work experience, several mitigating measures were proposed.The present study includes five parts.In the first part, it discussed the aim and significance of this study, reviewed related literature, developed the study approach, proposed the study contents and laid the theoretical ground for it.In the second part, it investigated the voluntary turnover rate of past five years and the voluntary problem of the instructors at work. The voluntary turnover problems of GVSTB were summarized in both objective and subjective ways.In the third part, several factors that influenced the voluntary turnover problem of GVSTB’s instructors were identified from the perspectives of demographics, self-evaluation, job stress, job satisfaction and organizational fairness:demographics, developmental stress, payment and its equality, the opportunity of career development, the meanings of job, the fluency of communication within the school, leaders’supervision and equality, formal contract, the operational equality of organization and job replacement.In the fourth part, based on the above findings, the author proposed several measures which would be beneficial to alleviate the voluntary turnover problem of GVSTB’s instructors: building and perfecting career development for instructors, developing highly competitive and equal payment system, highlighting leadership, strengthening vocational education for instructors to increase their job identity, develop an effective communicating system, emphasizing the operational equality of the organization, releasing formal contract, and focusing on the volunteer turnover problem among certain groups.In the final part, the conclusions were drawn, and the limitation as well as future directions and contribution were discussed.