The Study on factors affecting employee turnover among Chinese graduates using Herzberg's two-factor theory

Abstract

This study examines the turnover intentions of Chinese graduates from the class of 2019-2023, who encountered varied work modes due to COVID-19. Graduates from 2020-2021 primarily worked remotely, while those from 2022-2023 experienced a mix of offline and hybrid work settings. Using Herzberg's two-factor theory, this research identifies key factors influencing turnover intentions among recent graduates. A survey of 645 graduates and a logistic regression analysis show that motivators such as training, development, recognition, and achievement significantly impact turnover intentions. Specifically, achievement enhances engagement and a sense of belonging, thus reducing turnover, while highly challenging tasks and excessive goals increase stress, raising turnover risk. Additionally, frequent training and recognition can drive job-hopping by elevating career expectations. Meanwhile, hygiene factors, such as timely wage payments, lower turnover, though more paid leave is linked to higher turnover, suggesting a reevaluation of career priorities with improved work-life balance. The study provides new explicit knowledge on how motivators affect turnover intentions in a changing work environment.