A Study On The Influencing Factors And Countermeasures Of The Turnover Tendency Of The Post-90s Skilled Employees In Shipbuilding E Nterprises

China has become a real shipbuilding power from the perspective of three indicators.However,in respect of competitiveness,Japan and South Korea are still leading the world in quality and efficiency.If China wants to catch up with Japan and South Korea and become a world leading shipbuilding power,it can only take the road of transformation and green development.Shipbuilding emphasizes the manufacturing process,and skilled personnel are the main force and important competitiveness of shipbuilding enterprises,whose quality and competence are related to the quality and efficiency of the whole shipbuilding.In recent years,with the post-90s college graduates entering the workplace,shipbuilding enterprises have welcomed a large number of post-90s skilled talents.Due to their typical personality characteristics,special ways of dealing with people and the poor working environment in shipyards,the turnover of skilled post-90s employees in shipbuilding enterprises is relatively high.Their turnover affected the normal operation of the enterprise and caused great losses to the enterprise.This paper focuses on the study of the influencing factors of the turnover tendency of the post-90s skilled employees in China shipbuilding enterprises and provides effective solutions for the enterprises,so that the post-90s skilled employees can adapt to shipyard work as soon as possible,gradually stabilize and develop continuously in career,and contribute to the improvement of quality and efficiency of China shipbuilding industry.The main contents of the study are as follows:First,the concept and characteristics of the post-90s skilled employees in shipbuilding enterprises are summarized after consulting a large number of literatures,as well as the concept and content of psychological contract and turnover intention;Second,this paper expounds the current situation of the post-90s skilled employees’ dimission of shipbuilding enterprises,analyzes the reasons for dimission,and analyzes the elements of the group psychological contract from three dimensions;Third,the paper constructs the turnover intention model of post-90s skilled employees in shipbuilding enterprises from the perspective of psychological contract theory,put forward the research hypothesis,determines the scale of individual characteristics,psychological contract and turnover intention,and designs and issues questionnaires;Fourth,taking G company as an example,this paper makes an empirical analysis,uses SPSS 19.0 to make a statistical analysis of the questionnaire data,verifies the hypothesis,and obtains a specific turnover intention model;Fifth,it sorts out and summarize the research conclusions,put forward countermeasures and suggestions.Through the combination of theoretical analysis and empirical research,this paper draws the following conclusions:(1)The psychological contract and turnover intention scales have good reliability and validity.(2)The three dimensions of transactional,relational and developmental psychological contract of the post-90s skilled employees in G company are negatively correlated with turnover intention,and have predictive effect on turnover intention.(3)The age,working years and family economic status of the post-90s skilled employees of G company show significant differences in the transactional dimension and developmental dimension of psychological contract.(4)The gender and age of the post-90s skilled employees of G company have significant differences in the turnover intention.Accordingly,the article finally put forward countermeasures and suggestions.