Study On The Factors Influencing Employee’ Turnover And Countermeasures In Private Enterprises

Since China’s market economy has made a great development,Private enterprise hasmaintained a trend of rapid development. It’s has become an important parts of themarket. Its play a very prominent role in GDP volume and the tax, also create many jobopportunities. Private enterprises have become the focus of attention for scholars. Thehigh staff turnover rate is a main aspect which due to the private enterprises monopolizesresources, the narrow development space, and low level of management. Privateenterprise has a very high employee turnover rate. According to related statistics, Theemployment rate up to16%in2012and2013. High staff turnover led the loss ofcorporate economic profits, employee morale and sluggish and productivity declinedirectly. Also it has become a prominent issue affecting the survival and health of privateenterprise development. Identify the key factors which affecting employee turnover rate,improve the management to take appropriate measures to reduce employee turnover rateis a serious problem. Therefore, this study has a strong theoretical and practicalsignificance.This paper uses the research methods of qualitative and quantitative. After analysesthe development status of private enterprises, the main problems existing in themanagement and the main problems of private enterprises, The questionnaire has beendesigned by the author in order to find out factors which have a significant impact onturnover intention and its impact level among the external factors, organizational factors.This paper selected eight representative private enterprises of Xi’an for formalinvestigation. SPSS17.0software package has using for processing and analysis survey data we collected.The result found that employees of different backgrounds hasdifference feelings in external environmental factors, organizational factors and jobfactors. Seven factors have a significant impact on employee turnover intentions.According to their degree of influence, they are: the work achievements and matchingdegree, organizational rewards, job content, external job opportunities, corporate identity,job stress, family responsibilities and external support. According to the results of theanalysis, in the last chapter of this article, we suggest private corporate should take thefollowing measures to reduce staff’s quit intention. They are develop clear strategic plans;improve the internal management level; build a competitive corporate culture; improvehuman resource management, such as: develop scientific human resources planning,scientific recruitment, grasp the inflow of talent, build a competitive staff training,compensation, performance, career management and other staff incentive system;employees leave management.