Research On The Turnover Tendency Of Middle-level Managers In NJ Technology Companie

The middle-level managers have the dual identities of leaders and employees.They play an important role in the development of the enterprise,and are the core strength of the enterprise development.In science and technology enterprises,due to the acceleration of the contemporary scientific and technological revolution,the development of enterprises is facing a more complex situation.Employees have high academic qualifications and high technical content.How to better cooperate with senior leaders to make complex strategic decisions of enterprises,mobilize the work efficiency and enthusiasm of departments,effectively implement,supervise and organize the decision-making plan,and put forward higher requirements for middle-level managers.The complexity of the work of the middle-level managers in science and technology enterprises is increasing,the work pressure is high,and the group instability is increasing,which has a great impact on the healthy and sustainable development of enterprises.In recent years,the turnover rate of the middle management of NJ Technology Company remains high,which seriously affects the company’s competitiveness.In order to stabilize the company’s middle-level managers,the thesis investigates the current situation of resignation of in-service middle-level managers,applies PriceMueller(2000)model and Mobley turnover intention scale to investigate and statistically analyze the turnover intention of middle-level managers,and then further interviews are conducted,On this basis,it is found that the main factors affecting the turnover intention of middle managers are: environmental factors are mainly the lack of external care for middle managers;In terms of individual factors,the company’s standardized management is still insufficient;The structural factor is mainly the insufficient return to employees;The middle factor is mainly low employee satisfaction and loyalty.In view of these factors,this thesis puts forward the following measures: in the aspect of environmental measures,we should pay more attention to the external care of middle managers;In terms of individual measures,further standardize the company’s management;In terms of structural measures,we should try to improve the salary of middle-level managers to reach the upper middle level of the cities in the same region;The intermediate measures are to further optimize the enterprise development environment,accelerate the expansion of the promotion path,professional title evaluation and build cultural cohesion of middle-level managers.This study has a certain positive effect on improving the stability of the middle management of NJ Technology Company,and also provides reference for the construction of the middle management team of other technology companies and similar innovative enterprises.