Analysis of the Reasons for Employee Turnover in Liaoning Province

Abstract

First, a large-scale interview was conducted on the phenomenon and causes of employee turnover in Liaoning. The analysis concluded that low employee salaries are the main reason for job changes. As the length of service increases, employees may change jobs due to various factors such as family needs, the improvement of their own demand levels, and dissatisfaction with the work environment. Regions with higher GDP development levels have greater demand for talent, which is a major factor leading to talent mobility. Based on the interview results, the authors focused on studying Liaoning’s salary level, economic development level, and organizational environment. Through the research on the relationship between population, economy, and employment, the results show that: Liaoning’s total population ranks in the middle of the country, with negative incremental growth; its population structure features a high proportion of educated people and a tendency toward aging; Liaoning’s economic development level is not high nationwide, lacking driving forces for economic growth; Liaoning’s average salary level is at the lower end of the national ranking, which is not conducive to retaining talents; in terms of contribution to the economy, the primary industry has an excessive labor force, while the secondary and tertiary industries have low attractiveness to high-end talents. Finally, countermeasures for talent return are proposed: strengthening the construction of the soft environment of organizational culture; improving the scientific nature of the recruitment process to achieve the matching of employees and positions; implementing material and non-material incentives; and enhancing the level of industrial innovation.