Study On The Predicament And Countermeasure Of Brain Drain In H City Meteorological Bureau

There are many previous studies on brain drain in enterprises.However there are limited researches on public institutions,especially meteorological bureau.The present thesis focuses on brain drain in H city meteorological bureau.The status of brain drain is explored with interviewing,and corresponding reasons are explained with psychological contract theory.For meteorological departments at various levels establishing scientific and reasonable talent management system,some recommendations are provided.Firstly,documentary investigation on role and significance in meteorological development of talent are conducted in the thesis.Conclusions show that hardware construction of Chinese meteorological services has reached those of developed countries.However software constructions,as talent team,have restricted overall strength of Chinese meteorological services.Then source of employee and their job termination characteristics of H city meteorological bureau are analyzed.Results show that there is single source of talent,mainly from domestic meteorological universities.And the quit rate of H city meteorological bureau is about 17%,based on data from the year of 2012.Then characteristics of staff,who leave,are summarized and analyzed,based on collected information from interviewing with left staff.Results show that native place of staff significantly influences leaving performance,since all staffs who leave are not H city natives.Most quit-job staffs are less than 30 years old,and they choose continuing their meteorological career in other cities.The reasons for leaving can be concluded with family support,payment,and unexpected workload.Psychological contract theory is used for analyzing leaving job procedure.For understand ambiguity index,some quit-job staffs have unspecific career planning,are lack of understanding working pressure,and are with low sense of identity for job stability.For unavailable payment index,H city meteorological bureau cannot provide competitive payment and sufficient job position.In the end the thesis proposes commercialization of meteorology,optimization of organizational structure,recruitment of suitable talents,optimization of incentive mechanism and strengthening the construction of meteorological culture countermeasures through discussing and analyzing.The study is benefit for attracting talent,holding talent,and building higher level talent team in H city or other level meteorological bureau.