Is Salary The Main Reason For The Brain Drain Intention Of Commonweal Organizations?

With the continuous development of China's commonweal organizations, commonweal organizations in the provision of public services meet personalized needs to compensate for increasing the role of government and market failure. However, commonweal organizations in development face with to recruit talents and brain drain serious predicament of development. About the causes of brain drain, the mainstream view that is commonweal organizations' low salary levels lead to a serious brain drain, but studies show that commonweal organizations have a non-profit volunteer organization, charity organization personnel with volunteers spirit and public feelings and public service personnel selection of public service motivation is mainly to achieve self realization, personal growth, and social interaction, reciprocity, empathy, self-esteem and not get to meet the material. This shows that the low pay levels in the interpretation of the brain drain of public welfare organizations have appeared on the non adaptive.Image theory is traditionally put forward based on the expect of profit maximization decision, the theory points out when the individual face with unconventional decision-making problems, they first based on the inner value of preliminary judgment, and then they will base on maximizing the benefits of standards to choose the best choice. The decision is divided into two stages of behavior patterns, in a large extent, compensate for the due to people are often unable to the fine detail of the alternatives evaluation, and difficultly to achieve as a result of the expected utility to maximize the traditional decision problems. Therefore, this paper, based on the image theory perspective, the choice of value and salary as an explanatory variable, constructing two yuan logistic regression model, empirically analyses the factors affecting the brain drain. Through the empirical analysis, on the one hand, we will confirm whether pay will affect welfare organizations brain drain intention and respond the mainstream view; on the other hand, we will explore brain drain intention in commonweal organizations the fundamental reason for the charity organization how to attract and retain talented people to provide a reference.The main conclusions of this study are as follows:(1)Salary will affect the brain drain intention of commonweal organizations, but the salary is not the only factor affecting the loss of talents. In addition to pay, the value of identity will significantly affect the brain drain intention.(2)The influence of work experience on value identity, salary and the loss of talents has a significant moderating effect. The working age of 5 years is the judge standard for public welfare organizations whether to enter the professional. Work experience within five years has not yet entered professional, and value identity significantly influences the talents, but salary and the loss of talented people are not significant; more than 5 years, gradually get into the professional, value identification and the brain drain intention is not significant, and compensation and the talent loss, significantly positive correlation.(3)The salary difference is the middle variable of the compensation level to the brain drain intention. In 5 years and above, compensation level is high, and smaller gap between the actual salary and ideal compensation is that wage difference is smaller, and public interest in the field of professional development cannot provide talents with compensation for personal development space for growth, leading to more the possibility of brain drain intention. Therefore, the low pay level is the cause of the surface of the brain drain intention of public welfare organizations, and the professional development of the public welfare industry is the deep reason of the brain drain intention.