A Study On The Factors Influencing Young Civil Servants’ Willingness To Leave Their Jobs In City A,Shandong Province Based On The Price-Mueller Model

For a long time,civil servants have been an enviable job in China,known as the "three highs" iron rice bowl:high social status,high salary income,and high benefits.But with the continuous advancement of all reforms in my country and the rapid development of society,civil servants’ work pressure and social pressures are more obvious.Big,the original "radiates " gradually "fade",which corresponds to this,civil servants,especially the wishes of the youth civil servants are significantly enhanced,and the residence is becoming more and more common.This dissertation is a study on the influencing factors of young civil servants’ intention to resign in city A of Shandong province.The research subjects are young civil servants under 35 years old(born after July 1,1986)who have joined the workforce for less than 10 years(joined the workforce after July 1,2011)in city A of Shandong province.The data were collected by means of a questionnaire and processed by using SPSS software to analyze the actual factors influencing the intention to resign and the specific effects of these factors on the formation of intention to resign.From the main factors affecting the intention of young civil servants to resign in Shandong A city,the research and analysis showed that job autonomy,work atmosphere,salary and benefits,career development,conversion cost and fairness of distribution all have a significant negative relationship with the intention of young civil servants to resign,while stress and job monotony have a significant positive relationship with the intention of resignation.The results of data analysis by regression showed that the linear regression model had the best fit when only the independent variables of stress,conversion cost,job monotonicity,and work climate factors were retained and simultaneously retained.The order of the influence of four dimensions on turnover intention is:job monotonicity>job stress>conversion cost>work atmosphere.Based on this,equalize the allocation task,mitigate the working pressure;optimize the salary system,screen the transformation cost;innovative management mechanism,overcome the work monotonicity;create a good environment,change the work atmosphere;do a good job in preventing management,preventing the core talent loss,etc.An important initiative to further strengthen the construction of young civil servants.