Research On The Problem Of The Dimission Of The New Generation Of Employees In M Chemical Logistics Company

The upgrading of urban rate and consumption has greatly stimulated the investment in infrastructure and supporting facilities,and driven the sustainable development of chemical products market.Chemical logistics,as one of the important supporting facilities of chemical industry,its industry development has also stepped into the fast lane.M Company is a full-supply chain service company focusing on making chemical supply chain safer and more efficient,and providing customers with one-stop logistics worldwide.With its customer-centric,striver-based and valueoriented values,as well as its business philosophy of safe and efficient operation,the company enjoys a high reputation among customers around the world.In the process of sustainable development of enterprises,talents,as the most important resources for enterprise development,determine the speed of enterprise development.A stable talent team is the key factor for an enterprise to go further.However,as a leading enterprise in the chemical supply chain industry,M Company is suffering from the trouble of the new generation of employees leaving.M Company mainly relies on local famous state-owned chemical enterprises to provide chemical supply chain services integrating warehousing,distribution and transportation.The company was founded in 2019.By the end of 2022,the total number of employees is 408,including 206 new generation employees,accounting for about50.5%.In the past two years,the new generation of employees voluntarily quit about5.2%.In order to reduce the harm caused by the high dimission rate,such as the increase in recruitment and training costs and the negative impact on the enterprise,this paper takes the human resources data of M company as an example to analyze the dimission problem of the new generation of employees,find out the main factors affecting the employee dimission intention and put forward solutions to the corresponding problems.Based on Maslow’s demand theory,Price-Mueller model and Herzberg’s twofactor theory,this paper analyzes the current situation and existing problems of the new generation of employees in M company through in-depth interview,questionnaire survey,literature research,statistical analysis and other research methods.To find out the reasons for their resignation,the methods of in-depth interview,interview and survey with the resigned employees are used;According to the interview results,Likert scale was used to design a questionnaire to investigate the dimission intention of employees in M Chemical Logistics Company.SPSS software was used to analyze the validity and reliability of the survey data to study the reliability and validity of the data.Regression analysis was used to study the factors affecting the turnover intention of employees in M Chemical Logistics Company.Based on the above analysis,countermeasures and schemes are proposed to deal with the dimission of the new generation of employees in M Chemical Logistics Company,so as to reduce the dimission rate of the new generation of employees,retain talents,reduce the cost of talent employment,and facilitate the sustainable and stable development of the enterprise.This study is conducive to solve the dimission problem of the new generation of employees in M company,improving the level and effectiveness of corporate human resource management,and promoting the sustainable development of enterprises.At the same time,this study can also provide valuable reference for similar chemical supply chain enterprises,improve the human resource management mechanism of chemical supply chain enterprises,stabilize the development of chemical supply chain enterprises,so as to enable enterprises to move towards a benign and healthy development path.