Business School, Monash University, Melbourne, Australia, 3800
The employee is the most important resource of an organization. An enterprise needs human resources to support its development and growth. At the present stage, because managers pay too much attention to the interests of enterprises and neglect the interests of employees, the interests of employees are not guaranteed, resulting in serious employee turnover problems. However, excessive employee turnover will lead to the loss of enterprise resources and even shake the stable development of enterprises. How to manage employee turnover and better retain talents is an important subject for human resource management of organizations. This paper uses the literature analysis method, case study method and questionnaire survey method to study the factors that influence employee turnover inside and outside the organization. It is found that the management style of managers, the compensation and welfare system of an organization, organizational culture, organizational embeddedness and employees' job satisfaction and expectations are the main factors that can affect employee turnover within an organization. The personal characteristics of employees, socio-economic situation and industrial competition are the main factors affecting employee turnover outside the organization. At the same time, this article suggests that organizations start by selecting employees who fit the organizational culture and job requirements. After the entry of employees, the organization should provide them with appropriate and fair salaries and welfare, and continue to invest in them, so that they can loyally stay in the organization for a long time, and provide greater benefits for the organization.
Employee turnover, Factors, Organization
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