On turnover intentions of Chinese new generation female employees: A multi-method research

GGGR 2020 Global Gender Gap Report 2020 indicated that female labor force participation rate in China is 69%. Most of the new generation female chosen to be full-time working force, however, the turnover rate of female employees remains high. This research is designed to discuss the reasons behind the high turnover rate, and three studies were conducted. Study 1 utilized survival analysis to find out the age group which has the highest turnover rate to be the target objects of this study; in study 2, the researcher conducted a semi-structured interviews with the target age group, and used content analysis to conclude two major factors which impact on female labor’s voluntary turnover; study 3 was designed based on the previous two studies, utilizing self-efficacy as an intermediary variable in order to find out its association with turnover tendency. The findings of the three studies demonstrated that (1) new generation women aged 30–39 has the lowest survival rate and the highest turnover rate; (2) two main factors determining the turnover intentions of new generation of women are salary satisfaction and work-family conflict; (3) self-efficacy plays an intermediary role between salary satisfaction, work-family conflict and female turnover intention. This research has put forward suggestions on risk management of turnover as well as practical guidelines for HR. Copyright © 2021 The Author(s), under exclusive license to Springer Nature Switzerland AG.