Turnover Job Analysis

Final about turnover job characteristics reported that, there is experienced job turnover among migrant workers that is attributed to the working characteristics and working conditions. Most is through quit and other fired from their employers. Some migrant workers are returning home and others going other provinces for searching another job. The 2002 The Chinese Household Income Project Survey CHIPS data indicate that almost 98 per cent of rural migrant workers had experience to change their job at least once since they moved to the city, and that two thirds of them had experienced change jobs more than twice. To some extent, their first jobs are as pilot jobs that enable them to establish a pathway in the urban labor market. Labor turnover

Their results indicate that displaced migrant workers do not face relatively long unemployment spells or wage penalties, unlike displaced urban workers. From the evidence of segmented labor markets in urban areas supported the migrant workers movement to different cities has positive impacts in the labor market. Migrant voluntarily change their jobs weather due to the lack of contract form informal jobs, or the long working hour in their new jobs. Ming et al. (2012) examined the relationship between salary and the rate of employee turnover; they discussed that Chinese migrant workers in low status occupations have higher rates of turnover than employees in high status occupation with well paid. The young migrant are attracted with the jobs which its wages are high so they usually change the opposite job.

Huang (2011) relates the argument of job turnover to low human capital and individual factors. He indicates that low employment grades and low income are the most important reasons for migrant workers to switch jobs in China. The younger and unmarried migrant workers with low level of education, having no training and low income tend to change their jobs within industry. And migrant workers who find jobs by themselves are more likely to switch jobs inter-industrially. The inter-industrial shifts have a significant positive impact on earnings growth of migrant

They point out several of the determinants to turnover such as satisfaction, occupation stress, organizational commitment, the idea of organizational fairness, the idea of performance appraisal, and the workload given to employees (Fang, 2001; Poon, 2004). These among various studies that have generally found that higher satisfaction, lack of fairness, and organizational treatment in the working environment resulted to individual intention to quit the jobs. These factors can push employees to leave voluntarily finding other alternative opportunities. In most cases, people have voluntarily quitted their occupations because they are receiving improper treatment from their employers. Such as delaying wage or overdue payments and not provided their labor