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Abstract: In modern society, free flow of labor has become a universal phenomenon, competition
among enterprises, cost-competitive products from the original stock of human capital into
competition, how to keep their own stock of human capital will be affected the competitiveness of
enterprises is one important factor. vocational theory Pleasure Through the main factors lead to
termination of employment of employees from the end line, and when the empirical research.
I. Introduction
Since the reform and opening up, as the business delegation of personnel authority, all regions, the
introduction of inter-enterprise personnel policy changed dramatically in China has stimulated a
movement of the climax. According to statistics, 80 years of the 20th century the average annual
turnover rate of employees of state enterprises 2.8% of the 90s has risen to 3.3%. For the high-tech
enterprises, this ratio is more obvious. Data show that high-tech enterprises in Guangzhou City, staff
turnover was 39.8%, 30.8% of which is the inflow rate, outflow 9%; Beijing Zhongguancun IT
company staff turnover is as high as 20%.
Enterprises to recruit employees from being a professional and technical personnel, businesses
need to spend a great price, the staff acts not only means that the sudden departure of these
businesses will not be able to return on investment, and employee turnover of market competition
will become a strong competitor, a direct threat to survival and Development of enterprises. Analysis
of the reasons for acts of corporate employees leaving to ensure that the stock of human capital,
managers of enterprises has become one of the issues of importance.
Second, theoretical overview of employee termination
That separation theory, first exit from the behavior of employees talking about. Employee exit
behavior organizational behavior has been one of the hot issues. Thus, the concept of first and exit
behavior in the field of organizational behavior put forward, and to that employees of a substance or
mental trying to work out of their Environmental behavior. integrated behavior of many of the exit,
can exit the conduct attributed to two broad and narrow understanding. generalized withdrawal
behavior refers to the "individual as the organization members of the state changes, "including lower
job performance, often late, absenteeism and turnover. But in the Research process, different
researchers have defined him different, narrow range of behavior of the exit, referring only to
employees the turnover behavior, forming a narrow exit behavior, namely, "to obtain material gain
from the organization of individual members to terminate their relationship process." Therefore, it is
generally agreed that absenteeism and turnover is the exit of two main forms of behavior.
Ferguson (1985) will be divided into two types of employee turnover behavior: an employee
voluntarily left (Voluntary Turnover), is leaving the decision made primarily by employees, including
all employees in the form of voluntary resignation; employees of passive resignation ((Involuntary
Turnover) , is leaving the decision made primarily by the organization, including the employees are
organized dismissal, redundancy, retirement or death. This is a study of staff leaving the most
commonly used classification methods. different types of separation behavior of the impact of the
organization are different. compared with passive resignation, the initiative to leave in most
organizations do not want to happen. is generally believed that the active tissues in high turnover
behavior is detrimental to the organization, will give the organization is to bring human resources
planning difficulties.
Turnover behavior as a broad conceptual studies, March and Simon (1958) in their coauthored
<"Enterprise on the>> first proposed in the psychological process of withdrawal actions. That" the
participants decided to "model is actually composed of two model constitute. a model is perceived to
exit from the rationality of the enterprise, and the other model is the perceived ease of exit from the
business of. In their proposed model, the psychological character of the many mechanisms for
employees is connected to employees leaving the behavior and the economic, business and the link
between Population and other variables.
Exit behavior in the narrow sense that the study leave, there are many accomplished experts and
theories. Price (1977) made the decision on termination of employment factors and disturbance
variables of the model. He has decided to employee turnover defines the main factors : wage level,
organizational integration of the superior support, regular communication, and the degree of
centralization of enterprises (power concentration).