Research On Turnover Intention Of Employees In H City Branch Of China Unicom

With the development of emerging technologies such as the Internet of things,big data,cloud computing and artificial intelligence,telecom operators are actively fulfilling their responsibilities as central enterprises,empowering thousands of industries with basic network capabilities,and contributing to the development of the digital economy.At the same time,the current environment of China’s domestic communication industry is complex and changeable,and the downward pressure on the industry continues to increase.Opportunities and challenges coexist in the development of telecom operators,and the demand for talents is also increasing day by day.The turnover phenomenon of China Unicom H City branch occurs from time to time,which has a great impact on the development of the company.How to retain talents and establish the treasure house of human resources has become an important issue to solve the problems of enterprise development.Turnover intention is the best variable to predict turnover behavior.Through the study of turnover intention of employees,enterprises can carry out targeted human resource management.By combing the relevant literature of turnover intention at home and abroad,this study reviews the influencing factors,models and measurement methods of turnover intention,and determines the research content and research ideas.Combined with relevant theoretical research,this thesis constructs a turnover intention model with personal factors,organizational factors and environmental factors as independent variables and turnover intention as dependent variables.Combined with the actual situation of H City branch of China Unicom,the survey was conducted by questionnaire and interview,and spss22.0 software analyzes the collected data,and explores the relationship between variables and turnover intention through difference analysis,correlation analysis and regression analysis.The research shows that there are significant differences in age in personal factors,and there is a significant negative correlation between the dimensions of person job matching,salary satisfaction,job promotion and job stress in organizational factors and turnover intention.According to the above conclusions,this study puts forward the countermeasures and suggestions to reduce the turnover intention of employees: Pay attention to the training of young employees;Meet the needs of young employees;Improve the matching degree of personnel and positions from the aspects of personnel recruitment,job rotation and enterprise care;Improve salary satisfaction from the perspective of improving salary competitiveness,perfecting salary system and improving salary fairness;Eliminate the turnover intention caused by the promotion dimension from the aspects of improving the promotion mechanism,increasing promotion opportunities and improving the promotion speed;We should alleviate the work pressure from three aspects: carrying out psychological counseling,reasonably arranging working hours and scientifically formulating work objectives.This study provides theoretical support and suggestions for enterprises to improve human resource management by exploring the turnover intention of employees in H City branch of China Unicom.