| In China’s enterprises,99percent are SMES. Since reform and opening up, alarge number of SMES sprang up, as our awareness about the effect of non-publiceconomic status deepening and all levels of government take strong measures toencourage, support and guide the healthy and rapid development of multi-ownershipeconomy,they become a force to support China’s rapid economic growth.SMES have more their own advantages than large state-owned enterprises onmany aspects, such as the flexibility,technology, and innovation. However, thesespecial aspects also led to a very high mobility on their staffs. It is very important toknow clearly about the reason of the employees’ resignation on how to reduceemployee turnover rate in SMES,Studies have shown that employee turnover and employee satisfaction have aclose relationship. Salary satisfaction is the main component of Employee Satisfaction,it contents internal and external salary satisfaction. In the past, domestic and foreignresearches focused on the external salary satisfaction, within this article will focus oninternal salary satisfaction, divided it into individual satisfaction degree, salarysatisfaction degree, development of personal satisfaction degree, organizationalclimate satisfaction degree and other factors, to study the relationship betweeninternal salary satisfaction and turnover intention.This article mainly uses a questionnaire survey method. First, classify the staffsin different characters in Hefei SMES and study the relationship between the innersalary satisfaction and turnover intention via random sampling. Then use theSPSS17.0statistic software for statistical analysis of survey results, according togender, education, work experience, job responsibilities and age of SMES, to studythe influence degree of internal salary satisfaction on employee turnover intention ofstaffs in the different characteristics.This conclusion has a certain significance, it can provide a valuable referencefor the managers of SMES, have them know the factors that affect their staffs’internalsalary satisfaction as well as the relationship between internal factors and employee’sturnover intention. To develop different compensation management system fordifferent staffs. Have a fair and efficient compensation management system tomaintain internal stability to encourage employees zest on work. people-oriented,realize win-win situation. |
