Dissertation > Excellent graduate degree dissertation topics show

Countermeasure Research on the Talent Drain of S Construction Enterprise

Author: YangLianWen
Tutor: WangYiMing
School: Shandong University
Course: Business Administration
Keywords: Construction companies Brain drain Turnover intention
CLC: F426.92
Type: Master's thesis
Year: 2011
Downloads: 304
Quote: 1
Read: Download Dissertation

Abstract


As human resources become the core competitiveness of enterprises, talent is playing an increasingly important role in enterprise. Inter-firm competition for talent has led the phenomenon of brain drain become more and more serious, brain drain is increasingly becoming a trend, so that business managers is a big headache. Construction industry is a labor-intensive industry; its work flow is strong, hard working conditions, workload characteristics of the work to make this big industry, particularly the lack of talent. In particular, with China’s accession to the WTO foreign companies enter the Chinese market; compete for talent with their advanced management system, leading to higher pay and benefits a large number of domestic enterprises has been poaching talent. This gives domestic enterprises brought great harm, resulting in higher costs, and affect the efficiency of enterprises.S construction business as a state-owned enterprise in a market economy, it faces the external competition, a lot of brain drain induce human resources managers working in the recruitment, loss cycle. Recruit can only introduce talent, how to retain talent and reduce the brain drain rate is the important work of S construction business. Reasons for the loss of talent to understand the trends and characteristics of the brain drain is proposed to improve the response, the S construction enterprises is of great significanceBased on it, this paper study the reasons for brain drain of S Construction Company, first according to the interviews of some former employees,we find the reasons of brain drain, and its distribution, and then combined with previous research design questionnaire, research the employees of S construction companies turnover intention.S construction enterprises to further explore the cause of brain drain causes and investigate the reasons for employee turnover predictors. Finally, from the individual, organizational and social dimensions of three recommendations to prevent brain drain.Through an empirical research, we get conclusions as follows:(1) The reasons of brain drain of S construction companies:the work environment, job mobility, family reasons, work load, work pay and benefits, career development6 reasons. The predictability to the brain drain gradually reduced from high as the six reasons;(2) individual characteristics have an impact on turnover intention variables:age, job level, work experience, engage in professional;(3) Different gender in job mobility, family reasons, and the workload has a significant difference;(4) The family cause, workload, pay and benefits has a significant difference in different ages in;(5) Education has no impact on the reasons of employee turnover;(6) Different levels of job has a significant difference on the work environment;(7) Different work experience has significant differences in family reasons, pay and benefits, career development work experience on the(8) Career development has significant differences in Different professional.

Related Dissertations

  1. The Research on Turnover Intention and Management Measures of CP,F224
  2. Study on High-tech Enterprise Employees’ Turnover Intention and Management Countermeasures,F276.44;F224
  3. Embedding theory based on work after 80 Employee Turnover Intention research,F224
  4. Career plateau on job satisfaction and turnover intention of,F224
  5. Work-based embedded perspective of SMEs Employee Turnover Intention,F272.92
  6. A Study of Factors in Frontline Employee Turnover of Manufacturing Enterprises,F425
  7. The Study on the Effects of the Perception of Job-related Risks of Un-active Duty Nurse on Job Involvement and Intention to Quit-evidence,R47
  8. Research on the Influence of Work-Family Conflict on the College Instructor’ Job Attitudes,B842
  9. Research on the Influence of Perceived Organizational Support on Turnover Intention and Intention to Stay of Knowledge Workers,F224
  10. An Empirical Study of the corporate culture knowledge workers to leave the intention to influence,F272.92;F224
  11. Xinjiang regional disease prevention and control team of organizational commitment and turnover intention,R192
  12. Staff - organization fit on organizational citizenship behavior , turnover intention and job performance,B842
  13. The Shanxi Commercial Bank based on the organization 's commitment to transformational leadership behavior affect employee turnover intention,F272.92
  14. A Study on the Relationship Among Psychological Contract, Job Satisfaction and Turnover Intention,F224
  15. Technology Co., Ltd. Changsha Shengjie employee job satisfaction,F426.6
  16. Study on Turnover Intention of Nurses and the Relationship of It with Job Satisfaction of a Third-class Hospital in Xinjiang,R47
  17. Organizational Commitment and Turnover Intention of Empirical Research-Nanchang Branch of China Merchants Bank as a Example,F832.2;F224
  18. Research on the Relationship between the Employees’ Job Embeddedness and Turnover Intention in Domestic and Foreign Banks,F832.2;F224
  19. Research on Turnover Intention of 80’s Generation New Employee upon the Organizational Commitment,F224
  20. Research on Post-80s Employees’turnover Intention Based on Perceived Organizational Support,F224
  21. Psychological contract and Empirical Analysis of turnover intention,F224

CLC: > Economic > Industrial economy > China Industrial Economy > Industrial sector economy
© 2012 www.DissertationTopic.Net  Mobile