The Enterprise Voluntary Turnover Management Study Based on the Unfolding Model
|School||Southwestern University of Finance and Economics|
|Keywords||Separation initiated Unfolding Model Organizational commitment Turnover costs Social orientation|
Changes in the era of reform and opening up, Chinese society has followed has undergone tremendous changes. Process towards market-oriented employment mechanism, the labor force has also been more choice and opportunities for social, business and personal leave is no longer a rare news. Enterprises in the social system of the open process to achieve optimal allocation of resources to keep up with the outside material, energy and information exchange in order to maintain a certain stability in the natural flow of employees can bring a positive impact: 1, to achieve a reasonable allocation of human resources; 2, to reduce the conflicts within the enterprise; 3, an increase enterprise innovation and internal incentive. But it is undeniable that excessive human flow led to a great loss, not only is the cost of loss of terminated employees had a negative impact on employee retention, and even pose a threat to be interested in the corporate business development. Therefore, the high turnover rate has become a major problem in the troubled enterprise managers. The theoretical study of the foreign employee voluntarily leave since March and Simon, a great deal of development, a lot of turnover model. Traditional model \Unlike traditional separation model, Lee expand model to explain individual retirement concerned about leaving individual psychological process, pointed out the complexity and diversity of the separation path. Domestic employee termination research has focused on the review of foreign models, quantitative research or experience stage, fresh in-depth study of the separation model. Nevertheless, the introduction of management theory and practice from the West to solve the problems of China's enterprises is a quick and natural way. Expand the model is based on background, applied directly to the management of China is unrealistic, is bound to create problems, as early MBO rage makes Chinese enterprises have many problems, China's social and cultural background determine the importance of localization of management theory. Supplementary the localization amendment context, this article at home and abroad to expand the model with separation-related literature summary analysis and case analysis on the basis of the commencement of the model proposed correction model in the Chinese context, and propose corresponding management practices recommendation. Taking into account the empirical research data and special background, this paper introduces the organizational commitment and turnover cost path amendments to expand the model. The introduction of organizational commitment is the first step to expand the model revised. Leave Factors Influencing the continuous development of the attitude variables appear makes it more in line with the employees' individual leaving the actual process of separation initiated by the research. Psychology, organizational commitment, with job satisfaction, impact on turnover has been confirmed in many Turnover Research; external cultural factors indirectly through the organization by their environment have evolved in permeability commitment to show it. Domestic cultural environment by the outside world such as Western cultural factors, but the conservative tendency in the Chinese community as a whole in the social life still plays a greater role. Separation initiated by the process, it is due to the conservative tendency, making the individual turnover cost analysis and evaluation of the individual whether to continue with the job opportunities to find and evaluate this part had a significant impact. Leaving the concept of cost to the individual's subjective evaluation based on the evaluation of the individual for loss of office. In the process of evaluation of the individual jobs, turnover costs not only as constraints to look for work, also plays the role of a basis for comparison as the subjective expected utility. Specific to the specific amendments to expand the model, this paper, job satisfaction and organizational commitment as the two affected employees leaving the joint variable (there existed a mutual relationship rather than absolute decision relationship), to find work opportunities evaluation process, employees would leave the cost of assessing, thereby affecting to leave decisions to make. Paths 1 and 2 caused by the shock departure of the traditional separation model is the most special, the occurrence of shock triggered memories or value of the evaluation and conformance testing, did not even find jobs that departure; path 3 shock lead to job satisfaction and organizational commitment to reduce continue to accumulate, thus prompting employees to find alternative work opportunities, whether rational decisions made in the assessment on turnover costs; Path 4 is not shocking occur, the emphasis is due to the breach of an image due to job dissatisfaction and organizational commitment to reduce cumulative, resulting in the resignation of the employee. Path 4 is subdivided into two sub-paths, one inherited the idea of ??the traditional model, in addition to a breakthrough in the traditional path to find alternative jobs, an employee to select directly resignation after the accumulation of discontent. Expand the model in the interpretation of the termination of employment based on the employee termination process continuity implied prerequisite makes it the lack of explanation on employee retention, employee termination process discontinuity makes leaving prior management possible. Taking into account the situation of China's social and cultural background, starting from the China-specific relationships and family background as the main social orientation, the introduction of relationships, the relatives responsibility and role conflict is the principal employees keep the variables as a supplement to the commencement of the model. Contains a measure of human relations and interpersonal relations in the employee keep on dealing with perception two. Relationship as a powerful cultural factors would affect the job as a supplement to expand the model, the measurement is feasible, as long as the details of the relationship between the instructions can be. Family-centered society, role conflict more performance at the time due to work and family responsibilities caused by conflict or family member does not support caused by the individual based on the spirit of the conflict. Another aspect of role conflict is a relationship-based conflict, there is a clear indirect impact they leave. Employees in the family-oriented society, family responsibility leave constraints have a more profound impact, that is, strong dissatisfaction with work or other cause it has a strong tendency to leave will remain in the post. It is because of China's unique social, political, cultural makes life in which the individual's mental and behavior of different individuals in the Western societies, and in the part of the employee to maintain a more profound impact on the occurrence of employee turnover behavior. Localization revisions and addenda to the commencement of the model based on the enterprise practical suggestions for loss of office management. Although the factors that would affect the job is complex and diverse ways of employee termination, enterprises leave controllability, in the scope of this control, you can leave the pre-and post management to reduce employee turnover loss to the enterprise. Leaving before the event and post management include: from the human resources recruitment link, suitable for the right jobs to the right people as the standard for recruitment; induction boot stage in the employee's probationary period, the employee and other social management; establish and improve employee file data to predict means employees may Reason for leaving; exit interviews with departing staff relationship management, back Engagement System is a good leaving management. Reduce unnecessary employee leaving to take the initiative of employees to maintain the management, but also business management improvement process, according to China's unique background, employee retention strategies you can start from the classified management employees with the increase in turnover costs. Different types of employees in the choice of leaving the path is different, is not the same degree of attention on the measurable separation factors, to the enterprise classification management for different employees is necessary. The increase in turnover costs include: recruitment recruitment relationship-based applications, such as recommended by the employee; attention to relatives of employees in the employee relations management responsibility to achieve the management of the way, and properly handle issues involving employees' role conflict; great importance to the building of enterprise culture and stability maintenance.