Study On The Influencing Factors Of Employee Turnover Intention In Large-Scale Real Estate Enterprises

The real estate industry has been undergoing prosperous development since the housing reform in 1980 s. It has gradually become a pillar industry of our country. During this period, some real estate enterprises has accomplished primitive accumulation and storage of human resource by mass expansion and brand-building, which make them realize the leap of scale from small-medium enterprises to large-scale real estate enterprises and establish their decisive role in the industry. At the meantime, the turnover rate in real estate has always been a little bit high comparing to other industries and the rate seems to be higher in the large-scale real estate enterprises, which is very unfavorable to the sustainable development of the company and stability of the whole industry. Under this background, this paper considers the staff in large-scale real estate enterprises as study object and conclude the influencing factors on turnover. We also discuss the correlation among those factors and provide the enterprises with specific suggestion on talent management and retention. This is of vital guidance for decreasing turnover rate, improving the level of human resource management and promoting a healthy and stable development for both of the enterprise and the industry.This study is divided into two phases. The first phase is the theoretical analysis and model prediction. This thesis first conducted in-depth interviews with employees of large real estate enterprises, then using the grounded theory to encode the data to extract factors of employee’s turnover intention in large real estate enterprises. Then we further studied the mechanism that the influencing factors worked on the staff’s separation intention. The prediction model of this paper was built by regarding the work satisfaction and organization commitment as the medium variable on influencing the staff’s turnover intention and combining the results of qualitative research.The second phase is empirical analysis. This study first conducted small-scale pre-test questionnaire and carried out further examination and correction of the questionnaire contents through project analysis. By quantitative analysis of the formal questionnaire, including reliability analysis, validity analysis, variance analysis, relative analysis and routing analysis, we examined the theoretical model of staff’s turnover and obtained the quantitative turnover model in large-scale real estate enterprises.According to the model results, We find that demographic characteristics, such as position, working life in the company, have significant effcts on the turnover intentions of employee in large-scale real estate enterprises. In the model variables, we found that enterprise culture, salary and development, work pressure, conflicts between work and family, ideal career conflicts, external working opportunity, work satisfaction, organization commitment were all obviously associated with the turnover intention in which enterprise culture, salary and development, enterprise management and development and work pressure had direct influence on turnover intention through work satisfaction, while enterprise culture, salary and development, enterprise management and development, conflicts between work and family and external opportunity could indirectly affect turnover intention though organization commitment. Ideal career conflicts not only directly influences the turnover intention, but indirectly affect it by organization commitment.Finally, based on the research results, this paper proposes specific advices on the talent reservation and human resource management in order to offer theoretical guidance for taking measures to decrease turnover rate in large-scale real estate enterprises.