| Since the late of 1990 s,with the expanding of enrollment and running scale of universities in our country,the number of teacher,scientific researcher,manager and support staff has also been improved.But the staffing levels in universities have been limited strictly,so the dispatching system was introduced into and universities,and it not only becoming a new employing way to solve the contradiction,but also make sure that the university can choose and employ staff freely.However,after a long period of practice,this group shows the problem of excessive liquidity and high quit rate.For example of Shanghai J University,from 2014 to 2016,the quit rate of dispatching system staff is 24.5%,24.8% and 17.3%,the number of quit dispatching system staff account for all quit staff is 74.07%,80.65% and 74.07%,high staff quit rate is not only bad for many aspects of school management,but also for school long-term development,it will produce adverse effect.Therefore,researching what results the high turnover rate,and the corresponding effective measures to weaken the separation intention are a noteworthy issue in the current management of university human resource management.This paper is based on the employee dispatching in Shanghai J University,including dispatching A,B and project A,three kinds of staff,from the individual level and organizational level respectively research the reason for quitting.Theories of organizational justice and work embedding are applied in this paper.The method of interview and questionnaire survey were carried out to the empirical research and measure the organizational fairness,work embedding degree and separation intention of three types of personnel respectively.Among them,the sense of organizational justice includes the three dimensions of distributive justice,procedural justice and interactive fairness;Job embedding includes six dimensions of organizational connection,organization matching,organizational sacrifice,community connection,community matching,and community sacrifice.By doing descriptive statistical analysis,the results are as follows: dispatching B and project A compared with dispatching A personnel have obvious quit intention,quit intention of the mean value is 2.17 and 2.70.Among them,the dispatching B staff in the organization of the three dimensions of organizational justice and the organization of the organization and organization of the work embedding are lower in the mean of the two dimensions;The project A group in the three dimensions of organizational justice,organizational linkage,organization matching,organizational sacrifice,and community connection.Through the comparative analysis of horizontal and vertical,the results are obtained: the quit intend of project A staff is the strongest,followed by the dispatching B,and the dispatching A staff is the weakest.The dispatching A staff fell more fair than the other two types of staff.The degree of work embedding is also decreasing from the dispatching A to the project A.According to the corresponding research conclusions,the main factors influencing the turnover of employees are the factors of fairness of salary welfare and fairness of promotion.Leaders’ performance in communicating and making decisions with their employees can not be treated fairly,which is also a potential factor in employee turnover.The low remuneration package and the lack of promotion opportunities are one of the important reasons for the employee’s intention to quit.The lack of identity,sense of identity and belonging in the organization is another reason why it can choose to leave the organization easily.The job content is not the same as the previous major,the cognition degree of the job is lower,the professional poor also indirectly led to the departure.Finally,based on the results of the questionnaire,this paper puts forward some suggestions on reducing the turnover rate of J University dispatching staff from the two aspects of organizational justice and work embedding. |
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