Research On The Turnover Intention Of Young Employees In Agricultural Bank Of China H Branch

Talent is the core competitiveness of enterprise development,and the younger workforce reflects the long-term vitality of the enterprise.In recent years,with the rapid development of Internet technology,the market access threshold for the financial industry has been lowered,and electronic finance has had a certain impact on the traditional banking industry.At the same time,modern joint-stock banks and foreign-funded banks continue to grow,exacerbating internal competition in the industry,causing bank employees to bear greater work pressure and widespread willingness to leave,leading to the problem of brain drain in most state-owned banks,especially the departure of highly educated and high-quality employees,which has brought great losses to banks.Although major banks have taken corresponding measures,from the overall trend of employee turnover in the industry,there are still problems such as low job satisfaction and serious turnover tendencies,among which the issue of youth employee turnover is particularly prominent.This article takes the young employees of Agricultural Bank of China H Branch as the research object,conducts in-depth research on the work status and work mentality of the young employees of the bank,understands the actual situation of human resources management of the bank,and conducts field research based on the current situation of young employees of Agricultural Bank of China H Branch by studying the resignation models of March,Simon,and Price,Using questionnaires and employee interviews to diagnose and analyze the job satisfaction,psychological status,personal quality,and turnover intention of young employees in Agricultural Bank of China Branch H,the key indicators of influencing factors on level 1 and level 2 turnover intention of young employees with high attention were identified from three aspects: internal factors,external factors,and employee personal factors,The fuzzy comprehensive evaluation method is used to calculate the turnover intention degree of various indicators.Aiming at the indicator factors with high turnover intention degree,five suggestions are proposed to strengthen the job matching degree of young employees,help young employees cope with the external consumption environment,strengthen the career development management of young employees,improve the office environment of young employees,and improve the ability of young employees to bear family responsibilities,It aims to help Agricultural Bank of China Branch H improve job satisfaction of young employees,reduce turnover intention and tendency,retain core talents,maintain the stability of the staff team,and achieve the sustainable and healthy development of the bank.