Research On Youth Brain Drain Of G Highway Bureau Based On Price-Mueller Model

Young talents,of course,are not only the backbone of the talent team,but also the most potential talents.The quality of the young talent team,besides,determines the height of the future development of the unit.176 young talents,during the 13 th Five Year Plan period,were lost in G Highway Bureau,and the brain drain rate of new young talents reached26.6%,a fact restricted the normal development of business and industry.The purpose of this paper has been finding out the reasons of the youth brain drain of G Highway Bureau,and put forth the countermeasures for preventing the youth brain drain in combination with the actual situation of the unit and the provincial policies,in an effort to build a good youth talent team of G Highway Bureau and improve the public service quality of the unit.This paper,on the basis of combing the relevant research literature at home and abroad,takes the young talents of G Highway Bureau as the research object,based on Price-Mueller(2000)model and referring to the content of equity theory and psychological contract theory,this paper,furthermore,preliminarily grasps the main reasons for the massive loss of young talents by interviewing the on-the-job and resigned young employees of G Highway Bureau,and makes a preliminary adjustment to Price-Mueller(2000)model,The structural equation model has been established for verifying and analyzing the adjusted model,and the Price-Mueller model has been obtained.There are 10 influencing factors in the model,which are career fit,geographical location,opportunity,relative responsibility,positive / negative emotion,autonomy,result fairness,job monotony,social support and leader satisfaction.The four mediating variables are job satisfaction,organizational commitment,job seeking behavior and turnover intention.On this basis,this paper,by combining with the current situation of G Highway Bureau,analyzes the reasons for the loss of young talents in G Highway Bureau,which are mainly due to the functional transformation from construction to management,the new changes brought by economic and social development,the characteristics of young talents group and the unit's own attributes.Finally,the paper,according to the future talent team building needs and available policies,puts forth countermeasures from four aspects-providing value platform,optimizing talent management process,creating a more humane management atmosphere and strengthening organizational fairness,thus providing reference suggestions for reducing the loss of young talents.