Employee turnover, turnover, resignation, working pressure, job satisfaction, responsibilities, salary, job opportunities, internet companies, employee performance
The definition of employee turnover is divided into a broad sense and a narrow sense. Price (1977) points out that employee turnover is a change in the form of an individual as a member of an organization, including the inflow and outflow of employees, promotion and transfer in the scope of turnover. From a narrower perspective, Mobley (1982) argues that employee turnover is the process by which individuals cease to derive material benefits and membership from the organisation, also known as 'active turnover'.
[...] As such, if the employee plans to leave and retire from their positions at work, that is voluntary intention to turnover. Involuntary intention to turnover is such that when the employer makes plans to terminate the employment of their worker due to such aspect as poor performance or misbehavior. This means that it is unexpected but due to the performance, the company is forced to make adjustments that will eliminate the employee for better continuity. This also takes place when the business is undergoing tremendous changes due to the economic factors or internal restructuring that would involve making changes to their workforce. [...]
[...] Phenomenology design is employed to identify phenomena that are largely guided by subjective experiences, building and understanding the structures of those lived experiences. This design will seek to find causality and the nature of causality between variables of job satisfaction, work pressure, training and promotion, salary and opportunities to turnover. 3.2. Target Population This research seeks to conduct an analysis on Companies from the Chinese internet sector, comprising of the largest internet enterprises in Alibaba Network Technology, Huawei Technologies and Baidu China corporations. [...]
[...] In order to further explore the reasons for termination of Internet employees, this study collected data by means of questionnaire survey. The questionnaire is based on the five key factors that are prevalent within the organizational and demographic factors influencing employee turnover. The structure has two distinct parts, with the first being general and demographic information, and the second part exhibiting the five key areas that affect employee turnover. The second section consists of a four point scale comprising of degree of agreement as strongly agree, agree, disagree and strongly disagree 3.4. [...]
[...] I am a student at the University of Leicester, studying for an MSc in Management, Finance and Accounting, I am currently conducting a research study based on the reasons why Internet employees leave their jobs in China. This questionnaire is for academic use only, the survey is completely anonymous and any information you provide will be treated in strict confidence, please complete it as you see fit, thank you for your participation. Part General and demographic Information 1. For how long have you been an employee of the company? 2. Has your Company experienced a high employee turnover? Yes [ ] No [ ] 3. [...]
[...] Most often the negative impact of such employees is not felt until they depart. The organization thereafter gets the opportunity to restructure or hire new employee who will do better (Ivory 2019) Employee separations are divided into voluntary and involuntary separations. Voluntary resignation is an employee's personal choice to end the employment relationship; involuntary separation refers to the termination of the employment relationship by the company, such as an employee being fired by the company and layoffs caused by the company's economic downturn (Chen et al., 2008). [...]
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