Study On The Factors Influencing The Turnover Intention Of SMEs In High-Risk Industries

SMEs in high-risk industry is an important part of national economic structure.But in many other aspects of human resource market competition are at a disadvantage,it is difficult to compare with foreign companies and large enterprises for high-quality talents.For SMEs,small and the living quality and market influence small position to make it into a more urgent demand for personnel more high attrition rate as the passive position,plus the dangers of high-risk industry working environment and the status quo of China's demographic dividend disappears,the number of SMEs recruits and high-risk industry speed well make up for the high turnover of personnel shortage caused by the embarrassing situation.Most companies said staff turnover is difficult problem of SMEs human resources management,human resources factors become the first cause,that limit the development of the employee turnover frequently become a sustainable enterprise development.Influencing factors of SMEs in high-risk industry employee turnover intention is also various.Based on this the paper is devoted to through the empirical research on the life value theory studies the influence factors of employee turnover in SMEs in high-risk industry.Under the fully combed the literature review and theoretical formation of pay satisfaction,the concept of workplace risk perception and dimensions,the risk compensation wage theory and the theory of demand supported by constructing conceptual model,utilizing the method of structural equation model to verify.In order to research of SMEs in high-risk industry to reduce staff turnover,reduce the repeated recruitment costs,improve the talent gap of passive situation to play a role.The main research conclusions are as follows:(1)This study formal formation of the SMEs in high-risk industry employee compensation satisfaction scale,workplace risk perception scale,risk appetite scale and turnover intention questionnaire has high reliability.Reliability and validity.Compensation satisfaction scale including salary satisfaction,salary promotion satisfaction,the welfare level of satisfaction,compensation management satisfaction.Workplace risk perception scale including clear risk perception,slight risk perception,the risk of sudden awareness,hidden risk perception.In order to provide certain reference for subsequent scholars research reference.(2)Employee turnover in SMEs in high-risk industry is influenced by salary satisfaction,workplace risk perception.The influence of compensation promotion,benefit level,compensation management have significant negative effects.Compensation level not significant influence on employee turnover intention.The workplace risk perception in the obvious,emerging,hidden workplace risk perception have significant positive influence on employee turnover intention.Trivial workplace risk perception was not significant influence on employee turnover intention.(3)Risk appetite in SMEs in high-risk industry employee workplace risk perception and regulating role between turnover intention.When the lower risk appetite,workplace risk perception is stronger positive effect on employees' turnover intention.Conversely,the more weak.(4)SMEs in high-risk industry of different jobs employee workplace risk perception differences impact on turnover intention intensity,embodied in the field management cadres to overcome technical engineering personnel pursue administrative personnel is stronger than a line employees.