A STUDY ON THE FACTORS INFLUENCING THE TURNOVER BEHAVIOR OF NEW GENERATION EMPLOYEES IN INSURANCE COMPANIES

Abstract

Along with the rapid development of the insurance industry, the requirements for insurance practitioners are also increasing. From traditional insurance businesses to digital businesses, employees are required to maintain a high level of learning and work abilities in order to face the complex and ever-changing market environment. The advantages of the new generation of employees are their strong work ability and high learning ability, but the disadvantages are that they have distinct personalities and do not attach enough importance to the authority of their leaders. They like to act according to their own style when doing things. Using the new generation of employees properly can benefit the organization, but improper use can cause harm. With the increasing proportion of new-generation employees in the organization, how to effectively manage them, reduce their turnover rate, and ensure the stable development of the talent team is an issue that organizational management should pay attention to. Empirical analysis shows that three influencing factors, namely organizational fairness, promotion channels based on the term target responsibility system, and a highly flexible salary structure, can reduce the probability of turnover behavior among the new generation of employees in insurance companies. The highly flexible salary structure has the greatest impact on the turnover behavior of new generation employees in insurance companies, proving that addressing the material needs of new generation employees can stabilize the talent pool of new generation employees.