New graduate employees in this thesis refer to college students who graduated in the given year and have entered the workplace within 2 years. On the one hand, the entire society has invested huge resources in their education. On the other hand, as inexperienced labor force, they need helps. To pay attention to the employment quality and employment situation of new graduate employees is to pay attention to whether the educational resources of the society are eventually transformed into productive forces, which is concerned with the stable development of society.
This thesis is divided into five parts to discuss this resignation phenomenon of new graduate employees. First part is the introduction, the second one is the literature review of the thesis, the third one is the collection and analysis of survey data, the fourth one is the suggestions to reduce the turnover rate of the new graduate employees, and the fifth one is the conclusions and prospects of this study,
This thesis adopts a survey questionnaire method to collect data. According to the survey result, 48% of respondents have changed their job within 2 years. Within this group of people, 72% switched to a new job once and 76% quitted within one year. For those who have not resigned within 2 years, 65% of them are planning to do so. There are many reasons for resignations – “limited development space” (i.e. career development) is the most important, followed by dissatisfaction with the work environment, such as the relationship with direct boss, low salary and so on. All are job context factors. Associated with Herzberg’s Two Factor Theory, hygiene factor are factors related to job context and they are always the factors that make employees dissatisfied. The result of this thesis supports the Two Factor Theory.
These findings also imply that employees should balance the relationship of job content and job context when finding an employment, and even think more carefully about job context. As for the employer, if management wishes to increase satisfaction on the job, it should be concerned with the nature of the work itself — the opportunities it presents for gaining status, assuming responsibility, and for achieving self-realization. If, on the other hand, management wishes to reduce dissatisfaction, then it must focus on the job environment — policies, procedures, supervision, and working conditions. If management is equally concerned with both, then managers must give attention to both sets of job factors.
In-depth understanding of the resignation phenomenon of new graduate employees is important to the company’s human resource management to reduce the employee turnover rate. Besides, it can help new graduate employees to better understand themselves, so they can make more cautious decision to accept or to resign from a job
In short, lower turnover rate and less resignation will benefit both companies and new graduate employees