江苏民营企业员工薪酬满意度、主管支持感和员工离职倾向的分析-企业管理专业论文.docxVIP

II II Abstract Although the development scale of our country’s private enterprises is expanding, the employee turnover has always been there. How to retain employee is becoming a practical problem to private enterprises. Therefore, the study of employee turnover, turnover intention and the influence factors of them has great practical significance. The author searched a large number of previous literatures and found out that some scholars have studied the effects of pay satisfaction and perceived supervisor support to the employee turnover intention individually, but few scholars studied the combination effects of both of them. On the basis of reviewing the previous related literatures, the author researched the relationship of pay satisfaction, perceived supervisor support and the employee turnover intention to construct this paper’s theoretical model and to put forward relevant hypothesis. Then the formal study surveyed 168 employees of private enterprises around the Jiangsu province. The statistical analysis used the SPSS17.0 statistical software and contains reliability and validity test, factor analysis, correlation analysis, variance analysis and hierarchical regression analysis. Finally, according to the results of statistical analysis, this paper proposed some advices and policies of compensation management and attitude or behavior of managers, in order to make the mangers better implement the management work to weaken the employee turnover intention. This study has reached the following conclusions: Pay satisfaction has significant negative influence on the employee turnover intention. The dimensions of pay satisfaction: the level of salary, welfare, compensation management has significant negative effect on employee turnover intention, but salary enhancement satisfaction’s negative impact on turnover intention is not significant according to the statistical analysis. Perceived supervisor support can significantly moderate the relationship of pay satisfacti