Relational Analysis of Talents’ Turnover and Management Factors in Bank’s Credit Card Center: An Empirical Analysis Based on Six Banks in Guangzhou
- 1 School of Economics,Jinan University,Guangzhou,China
- 2 School of Economics,Jinan University,Guangzhou,China
Abstract
The development of bank’s credit card business faces serious challenges, and the bank employees’ turnover is becoming increasingly serious. In view of this, this thesis takes the employees of the credit card department of the six banking institutions in Guangzhou as the research object, and explores the key factors that influence the talent turnover of Chinese banking industry in the current environment. An official questionnaire is designed for research. Combining with the actual situation of corporate and domestic and foreign research results, in addition to the relational analysis on salary and benefits, career promotion and management communication which are traditional issues, this thesis has constructed a relational model of internal and external factors in the context of performance-based high-pressure brought by market saturation and the impact of the emerging business of mobile payment and virtual credit cards business. This thesis is more scientifically and comprehensively used for analysis and discussion. The talent turnover of bank’s credit card business is mainly due to the ambiguity in the development prospects of credit card business, the impact of mobile payment and emerging business of virtual credit card on employees’ psychological expectations, the high pressure of employees’ performance due to saturation of the credit card market, and the development of new consumer finance companies. Also, external work opportunities and other intricate internal and external factors lead to this result.
- Allen, N. J., & Meye, J. P. (1990). The Measurement and Antecedents of Affective, Continuance and Normative Commitment to the Organization. Journal of Occupational Psychology. https://doi.org/10.1111/j.2044-8325.1990.tb00506.x
- Baidu Baike (2016). Talent Turnover. https://baike.baidu.com/
- Bara Aram McGuiness (1998). The Change in Employee Loyalty. Nursing Management.
- Chay, Y., & Aryee, S. (1999). Potential Moderating Influence of Career Growth Opportunities on Careerist Orientation and Work Attitudes: Evidence of the Protean Career Era in Singapore. Journal of Organizational Behavior.
- Deery, M. A., & Shaw, R. N. (1997). An Exploratory Analysis of Turnover Culture in the Hotel Industry in Australia. International Journal of Hospital Management, 16, 375-392. https://doi.org/10.1016/S0278-4319(97)00031-5
- Garavan, T. N., O’Brien, F., & O’Hanlon, D. (2006). Career Advancement of Hotel Managers since Graduation: A Comparative Study. Personnel Review, 35, 252-280. https://doi.org/10.1108/00483480610656685
- Grusky, D. (1966). Career Mobility and Organizational Commitment. Administrative Science Quarterly, 10, 488-503. https://doi.org/10.2307/2391572
- Hiltrop, J.-M. (1999). The Quest for the Best: Human Resource Practices to Attract and Retain Talent. European Management Journal, 17, 422-430. https://doi.org/10.1016/S0263-2373(99)00022-5
- James, G., March, H., & Simon, A. (1993). Organizations. Wiley-Blackwell.
- Ke, Y. Z. (2010). An Empirical Study on Organizational Loyalty of Core Employees in Enterprises. Master Thesis, Chongqing: Chongqing University.
- Ling, W. L., Zhang, Z. C., & Fang, L. L. (2000). A Study on the Structural Model of Organizational Commitment in China. Journal of Management Science.
- Mobley, W. H. (1982). Employee Turnover. Addison Wesley.
- Price, J. (1977). The Study of Turnover. Amen: Laowa State University Press
- Price, J. L. (2001). Reflections on the Determinants of Voluntary Turnover. Journal of International Manpower.
- The People’s Bank of China (2017). Financial Institutions Loans to Statistics Report.
- Weng, Q. X. (2009). Study on the Mechanism of Career Growth on Employee Commitment and Turnover. Wuhan: Huazhong University of Science and Technology.