Research On Employee Turnover In State Owned Enterprises Based On Organizational Commitment And Employee Satisfaction

The state-owned enterprise is a kind of system of our country,it is an important force in the economic construction and social development of our country.Since the reform and opening up,the State-owned enterprises have gradually adapted to the market economy.But in the process of the reform of state-owned enterprises,especially in the face of increasingly fierce international competition and the great challenge of the transformation and upgrading,the state-owned enterprises are facing many problems.One of the problems that can not be ignored is the problem of employee turnover.Staff mobility is a double sword.On the one hand,it can be for the vitality of enterprises;on the other hand,when employees,especially master professional technology,the core technology or business ability strong employee turnover rate is too high,will to the enterprise bring considerable loss,even immeasurable loss.Therefore,the research for the state-owned enterprises further deepening reform,strengthening and improving internal management,study and formulate relevant policies to stabilize the staff troop,to create excellent quality,relatively stable workforce have strong practical significance.According to the previous literature study of domestic and foreign scholars,scholars respectively from the organizational commitment of perspective,employee satisfaction,the perspective of the research of employee turnover problem of literature very much,for the problem of employee turnover has great reference significance,but at the same time from the organizational commitment,employee satisfaction degree two latitude explore employee turnover problem of literature to be very few,because most often think of two latitudes will enable the theme is not clear,but in fact,the employee satisfaction and organizational commitment in many aspects is linked to the existence of.Therefore,from two aspects of organizational commitment and employee satisfaction to write,perspective is different,the conclusion is different;the two dimensions to carry on the research angle of view is more comprehensive,can make the strategy more comprehensive.The state-owned enterprises in our country enterprise system has an important representative,at the present stage is the critical moment of the reform of state-owned enterprises,countries have to build state-owned enterprises into the determination of the independent market main body,so the state-owned enterprises research is particularly important.On the basis of the above reasons,the author has determined the topic of this paper.Want to state-owned enterprises as the research object,the anatomy of Chongqing GT company this typical case,from the organizational commitment and employee satisfaction two latitude to study the problem of employee turnover.This paper on the basis of domestic and foreign relevant literatures,combined with system features of the state-owned enterprise,the turnover of employees of state-owned enterprises,macro causes the loss of state-owned enterprises employees from the impact of,three aspects of enterprise and personal reasons cause to carry on the research analysis,in carries on the analysis to the relationship between organizational commitment and employee satisfaction between the two,then from two dimensions: organizational commitment and job satisfaction of the staff to analyze the causes of employee turnover in state-owned enterprises.There are three main reasons for the analysis based on the perspective of organizational commitment: first,the analysis of employee's affective commitment;the two is based on the analysis of continuous commitment;the three is based on the analysis of normative commitment.Its countermeasures are three aspects: first,to build corporate culture,enhance the emotional commitment;two is to regulate the human resources system,enhance the sustained commitment of three is to improve the rules and regulations,improve the normative commitment.Based on employee satisfaction from the perspective of reason: one is employees are not satisfied with the salary and the existing treatment;Second People's dissatisfaction with the evaluation and incentive;Third People's dissatisfaction with the internal management and communication;four employees of the work content and the training is not satisfactory,and the fifth is the employee dissatisfaction with the working environment and conditions.The countermeasures are: five aspects: one is to design a reasonable salary system,do a good job in human resources planning;the second is to strengthen the performance assessment,to highlight the importance of the performance appraisal;the third is to strengthen internal management and communication,to establish harmonious atmosphere;fourth,perfect training system,open up channels for the promotion,improving working conditions,to meet the psychological needs.In a large state-owned enterprise in Chongqing GT enterprise as an example,from the two perspectives of organizational commitment and employee satisfaction and on the causes of employee turnover in state-owned enterprises to analysis,and draws the conclusion that the loss of response to employees of state-owned enterprises.By using the method of theoretical research and empirical research,this paper takes the case study of GT company in Chongqing,and puts forward the countermeasures.Prevention of employee turnover from the perspective of organizational commitment: the first is to re formulate human resources planning;two is to optimize the salary system;three is to strengthen the construction of enterprise culture.Employee satisfaction from the perspective of the Chongqing GT company to prevent the loss of staff countermeasures: first,optimize the salary system;two is a sound training system: three is to do a good job of career;four is to update the "talent pool".