Factor Analysis and Mental Health Prevention of Employee Turnover under the Profit-Centered Development of Modern Service Industry

Abstract

Recently, the employee turnover rate of the modern service industry has continued to increase, leading to a decline in the service quality, customer turnover, and an increase in human costs. Meanwhile, fierce competition and enterprises’ internal pressure have brought great psychological trauma to employees and affected their mental health. Understanding and finding out the factors that affect employees’ resignations are the solutions to employees’ mental health problems. The research innovation lies in building a relationship model between turnover intention, psychological contract, and job satisfaction; analyzing the influence mechanism and interaction of various variables in the model; and providing reference and thinking for the service industry to solve the problem of excessive turnover of employees. Besides, the questionnaire design and investigation are carried out, and 60 front-line employees of a service company are selected as the research objects. The results show that the overall internal consistency coefficient of SCL-90 is 0.96, and the overall consistency coefficient is directly proportional to the scale’s reliability. The validity coefficient of SCL-90 is 0.79, which has good compatibility validity. Moreover, the correlation coefficient between the psychological contract and turnover intention is 0.621, and the Sig value is 0.00. The correlation coefficient between job satisfaction and turnover intention is −0.663, and the Sig value is 0.00. The psychological contract is positively correlated with turnover intention, and job satisfaction is negatively correlated with turnover intention. After the standard dance experiment, the P values of psychological indicators such as somatization, interpersonal relationship, depression, anxiety, and psychosis factors of employees in the control and experimental groups are all less than 0.05, indicating a significant correlation. Therefore, through 12 weeks of standard dance practice, all psychological indicators of the experimental group are significantly improved. However, the change results of the terror factor and paranoia factor are P > 0.05 , showing no significant difference. After the standard dance experiment, there is a significant difference between the control and experimental groups in mental health factors, but no significant difference in terror and paranoia factors. This study has significant reference value for the prevention of employee turnover and mental health.

Research on the current situation of personnel turnover in small and medium-sized enterprises and countermeasures—take X technology company as an example

“…The first step is to establish a sense of professional talent reserve. The company should look inward, sort out the current situation of internal professional and technical talents, establish and improve the information database of professional and technical talents at all levels according to the industry and profession, grasp the surplus and shortage in a timely and dynamic manner, revitalize the existing talent reserves, build an exchange platform with the outside, collect and release relevant information in a timely manner, and promote the optimal allocation and reasonable flow of talents within the enterprise [9]. In the second step, before the recruitment of professional and technical personnel, the enterprise should train the recruiting personnel in the company, clarify the requirements of the positions for professional and technical personnel, specify what kind of talents are needed for each position, and develop a detailed system of personnel requirements and responsibilities for the positions.…”

How Job Crafting Affects Hotel Employees’ Turnover Intention during COVID-19: An Empirical Study from China

“…A higher income level and a better working environment in hotels may be necessary to promote employee motivation and passion and improve job crafting in the hospitality sector. It is imperative that the government step up its support of the hotel sector and work with it to develop industry standards, build a talent pipeline, and raise the educational standard for hotel staff [56]. All parties must work together to ensure that hotel employees' job crafting continues to improve.…”