Study on the influence of organizational occupation career management on the management consulting company employee turnover intention
|School||Capital University of Economics|
|Keywords||organizational career management job satisfaction turnover intention|
In the knowledge-based economy contemporary，the search for talent is the directcompetitive advantage for the knowledge staff intensive enterprise. As is known, themanagement consulting industry is on behalf of it typically, its employee turnover ratelies in a high position in China and all over the world. How to reduce the turnoverintention of knowledge workers to reserve excellent talents of consulting business isto become a major puzzles at present. Following the continuous changes in domesticand international economic environment, knowledge talents will gradually developtheir own occupation as a primary objective，facing the tendency, management of thiskind of enterprise have to turn to the organization of the career management this moveattention and bring it into the practice of management. the author found the jobsatisfaction and organization career management of these two variables have a certaininfluence on employee turnover intention, the existing literature research hasconfirmed that job satisfaction is one of the important variable which have effects onemployee psychological and turnover intention, in that way, facing to the knowledgestaff in management consulting industry，organization career management and jobsatisfaction whether have series of relationships with the employee turnover or not.the purpose of this paper is to study the mechanism through mutual influence betweenthe three variables. In order to make controller in consulting firm effectively deepenunderstanding theory and practice of organization career management, job satisfactionand turnover intention, avoiding staff draining.250Beijing area management consulting firm employees are selected as researchsamples, mainly use the variance, factor, correlation and regression analysis method,through the analysis of interaction between organization career managementimplemented by consulting firm and the degree of satisfaction with the staff to workand turnover intention, confirmed the differences between part of demographicvariables and the variables is significant, the remaining four hypotheses are valid. thethree is really have a mutual effect mechanism.Based on the result of empirical research, the author put forward five suggestionsand countermeasures of the human resource management of the managementconsulting industry:First, make the employee occupation development key orientedperformance management and promotion system. Second, establish training staffcareer development-oriented learning mechanisms. Third, Construction of staff dutiesand promoted information systems and establish electronic files. Fourth, hire expertsto provide guidance for the employee occupation development. Fifth, fully mobilizethe enthusiasm of the staff train and improve the job satisfaction.