摘 要
随着知识经济时代的到来，知识型员工成为企业核心竞争力的关键要素，其离职倾向对企业可持续发展产生深远影响。本研究旨在探讨知识型员工离职倾向的影响因素，基于社会交换理论和需求层次理论构建理论框架，通过文献综述确定工作满意度、组织承诺、职业发展机会、薪酬福利、工作环境、领导风格为关键影响因素。采用问卷调查法收集数据，选取信息技术、金融、教育等行业325名知识型员工作为样本，运用SPSS22.0进行描述性统计分析、信度与效度检验、相关性分析及回归分析。结果显示，工作满意度、组织承诺、职业发展机会对离职倾向有显著负向影响，薪酬福利、工作环境、领导风格对离职倾向有不同程度的负向影响。创新点在于结合多行业样本深入剖析各因素作用机制，并首次引入领导风格变量，丰富了现有研究体系。本研究为企业制定针对性留任策略提供理论依据，有助于提升员工忠诚度，降低人才流失率，增强企业核心竞争力。
关键词：知识型员工 离职倾向 工作满意度
Abstract
With the advent of the knowledge economy era, knowledge workers have become a critical element of corporate core competitiveness, and their turnover intentions significantly impact the sustainable development of enterprises. This study aims to investigate the influencing factors of turnover intention among knowledge workers, constructing a theoretical fr amework based on social exchange theory and Maslow's hierarchy of needs. Through a literature review, key influencing factors were identified as job satisfaction, organizational commitment, career development opportunities, compensation and benefits, work environment, and leadership style. Data were collected using a questionnaire survey method, with a sample of 325 knowledge workers from industries such as information technology, finance, and education. Statistical analyses, including desc riptive statistics, reliability and validity tests, correlation analysis, and regression analysis, were conducted using SPSS 22.0. The results indicate that job satisfaction, organizational commitment, and career development opportunities have significant negative impacts on turnover intention, while compensation and benefits, work environment, and leadership style exert varying degrees of negative influence. The innovation of this study lies in its in-depth analysis of the mechanisms of these factors across multiple industry samples and the introduction of leadership style as a variable for the first time, thereby enriching the existing research fr amework. This study provides a theoretical basis for enterprises to develop targeted retention strategies, which can enhance employee loyalty, reduce talent loss, and strengthen corporate core competitiveness.
Keyword:Knowledge-Based Employees Intention To Leave Job Satisfaction
目 录
1绪论 1
1.1研究背景与意义 1
1.2国内外研究现状 1
1.3研究方法概述 2
2知识型员工离职倾向的理论基础 2
2.1离职倾向的概念界定 2
2.2相关理论综述 3
2.3理论模型构建 3
3影响知识型员工离职倾向的主要因素 4
3.1个人因素分析 4
3.2工作环境因素 5
3.3组织文化因素 5
3.4职业发展因素 6
4知识型员工离职倾向的实证研究 6
4.1研究设计与样本选择 6
4.2数据收集与处理方法 7
4.3实证结果分析 7
结论 8
参考文献 10
致谢 11
随着知识经济时代的到来，知识型员工成为企业核心竞争力的关键要素，其离职倾向对企业可持续发展产生深远影响。本研究旨在探讨知识型员工离职倾向的影响因素，基于社会交换理论和需求层次理论构建理论框架，通过文献综述确定工作满意度、组织承诺、职业发展机会、薪酬福利、工作环境、领导风格为关键影响因素。采用问卷调查法收集数据，选取信息技术、金融、教育等行业325名知识型员工作为样本，运用SPSS22.0进行描述性统计分析、信度与效度检验、相关性分析及回归分析。结果显示，工作满意度、组织承诺、职业发展机会对离职倾向有显著负向影响，薪酬福利、工作环境、领导风格对离职倾向有不同程度的负向影响。创新点在于结合多行业样本深入剖析各因素作用机制，并首次引入领导风格变量，丰富了现有研究体系。本研究为企业制定针对性留任策略提供理论依据，有助于提升员工忠诚度，降低人才流失率，增强企业核心竞争力。
关键词：知识型员工 离职倾向 工作满意度
Abstract
With the advent of the knowledge economy era, knowledge workers have become a critical element of corporate core competitiveness, and their turnover intentions significantly impact the sustainable development of enterprises. This study aims to investigate the influencing factors of turnover intention among knowledge workers, constructing a theoretical fr amework based on social exchange theory and Maslow's hierarchy of needs. Through a literature review, key influencing factors were identified as job satisfaction, organizational commitment, career development opportunities, compensation and benefits, work environment, and leadership style. Data were collected using a questionnaire survey method, with a sample of 325 knowledge workers from industries such as information technology, finance, and education. Statistical analyses, including desc riptive statistics, reliability and validity tests, correlation analysis, and regression analysis, were conducted using SPSS 22.0. The results indicate that job satisfaction, organizational commitment, and career development opportunities have significant negative impacts on turnover intention, while compensation and benefits, work environment, and leadership style exert varying degrees of negative influence. The innovation of this study lies in its in-depth analysis of the mechanisms of these factors across multiple industry samples and the introduction of leadership style as a variable for the first time, thereby enriching the existing research fr amework. This study provides a theoretical basis for enterprises to develop targeted retention strategies, which can enhance employee loyalty, reduce talent loss, and strengthen corporate core competitiveness.
Keyword:Knowledge-Based Employees Intention To Leave Job Satisfaction
目 录
1绪论 1
1.1研究背景与意义 1
1.2国内外研究现状 1
1.3研究方法概述 2
2知识型员工离职倾向的理论基础 2
2.1离职倾向的概念界定 2
2.2相关理论综述 3
2.3理论模型构建 3
3影响知识型员工离职倾向的主要因素 4
3.1个人因素分析 4
3.2工作环境因素 5
3.3组织文化因素 5
3.4职业发展因素 6
4知识型员工离职倾向的实证研究 6
4.1研究设计与样本选择 6
4.2数据收集与处理方法 7
4.3实证结果分析 7
结论 8
参考文献 10
致谢 11
