Research On The Resignation Of New Attendants Of Y High-speed Railway Service Company From The Perspective Of Organizational Socialization

With the sixth speed-up of China’s railways in 2007,China’s railways have entered the "fast lane" of development in the "era of high-speed rail".Among them,the high-speed rail bar crew is the staff who provide meals,drinks and other goods sales and services for passengers in the high-speed rail carriage,and is the display window of China’s high-speed rail service passengers and brand image.However,in recent years,the turnover rate of stewards has been rising year by year,especially after the new stewards have taken up new jobs,they have shown a "acclimatized" reaction and can not integrate well into the organization and team.These problems not only affect the stability of the organizational team and the sustainable and healthy development of enterprises,but also affect the service quality and brand image of China’s high-speed rail.How to reduce the turnover rate of new stewards from the perspective of organizational socialization has become a topic of great practical significance.This study takes a company Y,which specializes in the catering service outsourcing business of high-speed rail carriages,as an example,to analyze the main motivation of the company’s new crew turnover and put forward management optimization measures.First of all,based on the questionnaire survey and interviews,four typical cases reflecting the turnover of new attendants are formed.Secondly,combined with the theory of organizational socialization,starting from the two main bodies of organization and individual,the main reasons for the turnover of new attendants in Y high-speed railway service enterprise are analyzed from four aspects: organizational socialization strategy,organizational socialization process,content and individual active socialization.It mainly adopts the institutionalized strategy to guide the new crew to integrate into the organization,ignoring the respect for their personality;Second,it does not effectively help the socialization process of the new crew organization;Third,the socialization training content of the new crew organization is relatively single;Fourth,the active organization socialization strategy of the new attendants is insufficient.On this basis,this study puts forward targeted organizational socialization countermeasures,including: improving recruitment strategies,optimizing training and scheduling management,mentoring support,encouraging new employees to take the initiative to organize socialization,and promoting the integration of corporate culture and management.This study will help to ease the high turnover rate of new attendants in Y High-speed Rail Service Company,enhance the cohesion of the workforce,reduce the cost of human resource management,and also have some inspiration for the management of new attendants in other enterprises in the high-speed rail service industry.