The Study On The Employment Policies Of College Graduates In Grassroots’ Long-term Mechanism

A great deal of researches focus on the normative analysis about the difficulties and effects of the policies that guide the college students to take up occupations in grass-roots units. But today, the implementation mechanism is barely satisfactory as yet. The grass-roots units, the schools, the graduates and the policies to protect their own mechanisms are all responsible to this consequence. From the perspective of normative analysis, this paper proposes we should establish two ways—— "maintaining" and "seceding" to ensure its long-term operation.In the regard of “maintaining”, this paper emphasizes we should make graduate recruitment and job setting as a starting point, hire the graduates who has the real willingness and be capable to the grassroots units.On the job setting, more grassroots positions that match the characteristics of the graduates and could improve their abilities should be developed. In this paper, According to the variables in the Price-Mueller(2000) turnover motivation model, another two variables——training and the opportunities to choose pre-employment have been put forward as the structural variables that may through affecting job satisfaction and organizational commitment to influence the willingness to stay.We choose the graduates who are serving grassroots as the study to investigate their working conditions and feeling, then process data with the AMOS21.0 and the SPSS17.0. In the empirical analysis, we conducted simple descriptive statistical analysis and get the summary conclusions on demographic characteristics. Then the reliability and validity of the questionnaire was tested to verify the convincing research data. Secondly, we took the two new variables to the SEM model to verify the presence of the relationships between them. Conclusions showed that choice of pre-employment directly affects job satisfaction and organizational commitment to influence the willingness to stay, and training can only affect the willingness through organization commitment. The mediating of the job satisfaction is not obvious. In the regard of "seceding", the article mainly from the angle of normative analysis proposed how to improve the talent exit mechanism to establish long-term mechanism.Finally, we proposed the proposals to establish the long-term mechanism from three aspects: Heavy long-term incentives to attract the graduates, improve their working conditions and enrich the content of their work; improve personnel exit mechanism to ensure a competitive advantage when they re-employment and then develop the second train paths to train those who are willing to service grassroots at a long time.