A Study of the Main Drivers that Influence Work Turnover and Retention of Chinese Post-90s Employees
With the fierce competition in workplace, more and more organisations try to seek ways to retain talents, since human resource has been increasingly recognised as an important element in workplace. Whereas nowadays there is an increasing number of post 90s employees finding jobs in organisations, an...
| Main Author: | |
|---|---|
| Format: | Dissertation (University of Nottingham only) |
| Language: | English |
| Published: |
2020
|
| Online Access: | https://eprints.nottingham.ac.uk/61827/ |
| _version_ | 1848799911402799104 |
|---|---|
| author | Kang, Zixuan |
| author_facet | Kang, Zixuan |
| author_sort | Kang, Zixuan |
| building | Nottingham Research Data Repository |
| collection | Online Access |
| description | With the fierce competition in workplace, more and more organisations try to seek ways to retain talents, since human resource has been increasingly recognised as an important element in workplace. Whereas nowadays there is an increasing number of post 90s employees finding jobs in organisations, and the turnover rates has become higher and higher. Thus, this is the first reason of this dissertation, which is to find out the major factors that cause turnover intentions of post 90s employees. Besides, there are not many literatures about the turnover intentions of Chinese post 90s employees, so another reason of this study is to fill in the gap in literatures. As for this research, it is mainly studied from four perspectives: job satisfaction (salary satisfaction, training and promotion), corporate culture, educational level and marital status.
A closed-ended questionnaire has been conducted for this study, and there are about 151 valid results have been collected. After the analysis, the results showed that salary satisfaction, training, promotion and corporate culture all have negative relationships with turnover intention of post 90s employees. Additionally, educational level and marital status do affect turnover intentions of post 90s employees. In the end of the study, some suggestions have been provided for oganisations to retain talents and reduce the turnover rates of post 90s employees in China.
Key words: Job satisfaction; Salary satisfaction; Training; Promotion; Corporate culture; Educational level; Marital status; Turnover intention; The post 90s employees |
| first_indexed | 2025-11-14T20:43:11Z |
| format | Dissertation (University of Nottingham only) |
| id | nottingham-61827 |
| institution | University of Nottingham Malaysia Campus |
| institution_category | Local University |
| language | English |
| last_indexed | 2025-11-14T20:43:11Z |
| publishDate | 2020 |
| recordtype | eprints |
| repository_type | Digital Repository |
| spelling | nottingham-618272022-12-14T12:04:53Z https://eprints.nottingham.ac.uk/61827/ A Study of the Main Drivers that Influence Work Turnover and Retention of Chinese Post-90s Employees Kang, Zixuan With the fierce competition in workplace, more and more organisations try to seek ways to retain talents, since human resource has been increasingly recognised as an important element in workplace. Whereas nowadays there is an increasing number of post 90s employees finding jobs in organisations, and the turnover rates has become higher and higher. Thus, this is the first reason of this dissertation, which is to find out the major factors that cause turnover intentions of post 90s employees. Besides, there are not many literatures about the turnover intentions of Chinese post 90s employees, so another reason of this study is to fill in the gap in literatures. As for this research, it is mainly studied from four perspectives: job satisfaction (salary satisfaction, training and promotion), corporate culture, educational level and marital status. A closed-ended questionnaire has been conducted for this study, and there are about 151 valid results have been collected. After the analysis, the results showed that salary satisfaction, training, promotion and corporate culture all have negative relationships with turnover intention of post 90s employees. Additionally, educational level and marital status do affect turnover intentions of post 90s employees. In the end of the study, some suggestions have been provided for oganisations to retain talents and reduce the turnover rates of post 90s employees in China. Key words: Job satisfaction; Salary satisfaction; Training; Promotion; Corporate culture; Educational level; Marital status; Turnover intention; The post 90s employees 2020-12-01 Dissertation (University of Nottingham only) NonPeerReviewed application/pdf en https://eprints.nottingham.ac.uk/61827/1/20131367_BUSI4173_Dissertation.docx Kang, Zixuan (2020) A Study of the Main Drivers that Influence Work Turnover and Retention of Chinese Post-90s Employees. [Dissertation (University of Nottingham only)] |
| spellingShingle | Kang, Zixuan A Study of the Main Drivers that Influence Work Turnover and Retention of Chinese Post-90s Employees |
| title | A Study of the Main Drivers that Influence Work Turnover and Retention of Chinese Post-90s Employees |
| title_full | A Study of the Main Drivers that Influence Work Turnover and Retention of Chinese Post-90s Employees |
| title_fullStr | A Study of the Main Drivers that Influence Work Turnover and Retention of Chinese Post-90s Employees |
| title_full_unstemmed | A Study of the Main Drivers that Influence Work Turnover and Retention of Chinese Post-90s Employees |
| title_short | A Study of the Main Drivers that Influence Work Turnover and Retention of Chinese Post-90s Employees |
| title_sort | study of the main drivers that influence work turnover and retention of chinese post-90s employees |
| url | https://eprints.nottingham.ac.uk/61827/ |