| The high turnover of employees can bring various of negative effects on enterprises,such as the increase of human capital cost,the loss of customer resources,and the decline of enterprise performance.Especially for the bank,departures above the normal turnover rate will lead to a decline in the overall competitiveness of banks due to the loss of customer and human resources.In recent years,however,bank employee departures have been on the rise.Figures show that between 2016 and 2021,41,600 employees at one of the state-owned banks alone chose to leave,with a significant negative impact on the bank.The healthy development of the enterprise cannot be separated from the stability of the workforce,so the employee’s leaving behavior should attract the attention of the enterprise manager.And the separation tendency can directly influence the employee’s separation behavior to a large extent.The study of leaving tendency can help the manager to know the employee’s work attitude,psychological condition and so on,which can detect the employee’s leaving thoughts in advance,so as to take targeted measures to reduce the possibility of employee leaving behavior.In view of this,this paper takes G bank Dezhou branch as the research object,on the basis of existing research and theory,through the method of investigation and research to explore the causes of the bank’s employee turnover intention,and puts forward corresponding countermeasures and suggestions,in order to achieve the effectiveness of prior management,that is,to avoid the negative impact on the stable development of the bank ’s employee turnover behavior.At first,this paper describes the common problem of employee leaving in the banking industry and its adverse effects.At the same time,the corresponding theoretical tools and target framework are combed.Next,on the basis of the domestic and foreign scholars’ research,the author summarizes four main factors that affect the employee’s tendency to leave,namely,salary management,employee rights protection,work environment and employee development,and takes them as the theoretical framework of this paper.Then,it describes the general situation of the Dezhou Branch of G Bank,the object of this paper,including the current situation of human resource management and the loss of staff,and analyzes the reasons for the tendency of staff to leave.What’s more,a questionnaire was designed according to the theoretical framework,and through the research methods of questionnaire survey and face-to-face interview,the influencing factors of the turnover intention of the bank’s employees were analyzed one by one.It concludes that employees still have a serious tendency to leave and four factors can influence it,of which the employee’s security and rights factors have the most obvious influence on the employee’s tendency to leave the bank.Finally,according to the specific situation of the bank,this paper puts forward some countermeasures and suggestions to reduce the turnover intention of employees,and summarizes and prospects the whole research.As the core participant of our country’s economic operation system,the bank undertakes many functions such as resource allocation,economic regulation and financial risk management,and plays a guiding,supporting and leading role in social and economic development.However,excessive staff mobility is not conducive to the healthy and stable development of banks.Therefore,it is particularly important to study the causes of employee turnover intention and put forward corresponding countermeasures and suggestions.The management suggestions proposed in this study have certain replicability,and can also provide some reference for other banks in solving the loss of personnel,which is conducive to the healthy and orderly development of the domestic banking industry. |
