Research On The Resigning Of H Company’s Maintenance Staff Based On Price-Mueller Mode

In the era of science and technology as the core competitiveness,the competition between enterprises has gradually evolved into a contest for talent resources.Especially for technology-based enterprises,technical employees are the indispensable backbone of their development.The purpose of this study is to identify influencing factors of the turnover of H company’s operation-maintenance employees,and to propose strategies to reduce the turnover rate of operation-maintenance employees,thus to improve H company’s market competitiveness.First of all,on the basis of reviewing relevant research literature at home and abroad,research theories adopted by this article are organizational commitment,motivation theory,job satisfaction,and Price Mueller(2000)turnover model theory;Secondly,based on the four types of turnover variables in the Price Mueller(2000)model,including environmental variables,personal variables,structural variables,and mediating variables,and combined with employee interviews,a survey questionnaire was designed and the questionnaire data was finally collected and analyzed by the SPSS platform of IBM.In the process of data analysis,the principal component analysis method is firstly used to determine the representative variables which can explain the operation-maintenance employee turnover issue instead of all other variable factors of this model;Secondly,performing the one-way ANOVA method to confirm whether the process variables of the surveyed subjects may exhibit different behaviors due to their own circumstances;Finally,correlation analysis is used to identify whether there is a certain correlation between the variables involved in this article and employees’ desire to resign.The following conclusion can be drawn:Generally,six variables,such as career matching,salary and other four extracted from 18 variables can achieve the effect of explaining the talent loss issue in this article;Relatively,the 4 process variables,such as resignation intention and other three,will exhibit different behaviors due to differences in employees’ marital status,length of service,and other personal conditions;And in addition,We identified variables that are related,unrelated,and significantly related to turnover intention,and ranked those variables by the degree of correlation as salary etc.Finally,based on empirical analysis,the paper proposes suggestions for retaining technical employees.The First suggestion is to optimize job rewards;And the second is to improve employee job satisfaction;Thirdly,enhance organizational commitment for technical employees in enterprises.