Research On K Company's New Generation Employee Turnover Diagnosis

Under the background of Internet technology,enterprise talent competition is becoming increasingly fierce.As the new generation of employees enters the workforce,which become the vital component of enterprises talent and the new force of development.Those characteristics of more great innovation,advocating democracy and freedom,wide interests,and lack of resilience than former staff,while job mobility is more prominent.K company is an education and training enterprise.The problem of the loss of new generation employees has become more and more serious since 2015.The resignation rate had reached 55.6% by 2018,while the average turnover rate is 23.4% in the field of education and training.As a result,the managers of K company face great challenges in talent management.What are the main factors influence on the frequent turnover of employees,whether they affects the turnover tendency of employees.How to effectively reduce the turnover rate and retian excellent talents.It has become a major problem urgently needed to be solved by the managers of K company.From the perspective of enterprise organization,through a wide range of domestic and foreign literature research,this paper comprehensively analyses the relationship and influence among occupational values,job satisfaction and turnover intention,and put forward management suggestions to reduce turnover tendency.This paper first introduces the basic situation of K company,and the current situation of the new generation of employees leaving in recent four years,preliminary analysis of reasons for resignation.It is concluded that the biggest factors affecting the turnover of the new generation of employees in K company are professional values and job satisfaction.Secondly,the basic model of this study is constructed,and four hypotheses are put forward through the research on the correlation between career values,job satisfaction and turnover intention.Thirdly,According to the interview analysis results,design the questionnaires,which be applied to investigate the dimission tendency of employees in K company and its influencing factors,the model and hypothesis are empirically analyzed by designing questionnaires.Reliability and validity analysis,factor analysis,descriptive analysis,frequency analysis,variance analysis,correlation analysis and regression analysis of valid questionnaires are carried out by using SPSS17.0 statistical software tools.In the end,this paper draws conclusions about company structure and management phase and puts forward corresponding suggestions through empirical analysis.Relevant conclusions include the following four aspects:1.Individual characteristic variables have significant effects on occupational values,job satisfaction and turnover intention.2.The occupational values of the new generation of employees are negatively correlated with turnover intention.3.The dimensions of career values and job satisfaction of the new generation of employees are positively correlated.4.Job satisfaction of new generation employees is negatively correlated with turnover intention.5.Job satisfaction has a certain impact on occupational values and turnover intention.Management recommendations include two aspects as follow: 1.Providing platform for development and strengthening professional values.2.Promote management functions and enhance job satisfaction.3.Improve the probation management mechanism.Based on researches above,this paper aims to put forward specific practical plans for human resources management in order to reduce the high turnover rate of enterprises in K company,and also provide theoretical basis for human resources management.