摘 要
随着市场竞争加剧和人才流动加速，员工离职意向成为企业管理中亟待解决的重要问题。本研究旨在探讨影响员工离职意向的关键因素并提出有效的挽留策略，以降低企业人力资源流失成本，提高组织竞争力。通过对国内外相关文献的系统梳理发现，现有研究多集中于单一因素分析且缺乏对多元因素综合考量下离职意向预测模型的构建。基于此，本研究采用问卷调查法收集了来自不同行业300家企业共1500份有效样本数据，运用结构方程模型等统计分析方法深入剖析了工作满意度、职业发展机会、薪酬福利水平、企业文化认同感以及工作 - 家庭平衡五个维度与员工离职意向之间的关系。结果表明，上述各因素均对员工离职意向产生显著影响，其中工作满意度和职业发展机会的影响最为突出。
关键词：员工离职意向，工作满意度，职业发展机会
ABSTRACT
With the intensification of market competition and the acceleration of talent flow, the turnover intention has become an important problem to be solved in enterprise management. This study aims to explore the key factors affecting employees' turnover intention and propose effective retention strategies to reduce the cost of enterprise human resource loss and improve organizational competitiveness. Through a systematic review of relevant literature at home and abroad, it is found that most of the existing studies focus on the analysis of a single factor and lack the construction of the prediction model of turnover intention under the comprehensive consideration of multiple factors. Based on this, this study adopts the questionnaire survey method collected from 300 companies in different industries, a total of 1500 effective sample data, using the structure equation model of statistical analysis method deeply analyzes the job satisfaction, career development opportunities, salary and welfare level, corporate culture identity and work-family balance five dimensions and the relationship between employee leaving intention. The results showed that all of the above factors had a significant impact on employee turnover intention, among which job satisfaction and career development opportunities were the most prominent effects.
Keywords: Employee turnover intentions, job satisfaction, career development opportunities
目 录
摘 要 I
ABSTRACT II
第一章 绪论 1
1.1 研究背景及意义 1
1.2 国内外研究现状 1
1.3 研究方法概述 2
第二章 员工离职意向的影响因素分析 3
2.1 个人因素对离职意向的影响 3
2.2 工作环境因素的探讨 4
2.3 组织文化因素的作用 4
第三章 离职意向预测模型构建 6
3.1 数据收集与样本选择 6
3.2 预测变量的选择依据 6
3.3 模型构建与验证过程 7
第四章 挽留员工的有效策略研究 9
4.1 薪酬福利体系优化 9
4.2 职业发展路径设计 9
4.3 组织支持与关怀措施 10
结束语 12
谢 辞 13
参考文献 14
随着市场竞争加剧和人才流动加速，员工离职意向成为企业管理中亟待解决的重要问题。本研究旨在探讨影响员工离职意向的关键因素并提出有效的挽留策略，以降低企业人力资源流失成本，提高组织竞争力。通过对国内外相关文献的系统梳理发现，现有研究多集中于单一因素分析且缺乏对多元因素综合考量下离职意向预测模型的构建。基于此，本研究采用问卷调查法收集了来自不同行业300家企业共1500份有效样本数据，运用结构方程模型等统计分析方法深入剖析了工作满意度、职业发展机会、薪酬福利水平、企业文化认同感以及工作 - 家庭平衡五个维度与员工离职意向之间的关系。结果表明，上述各因素均对员工离职意向产生显著影响，其中工作满意度和职业发展机会的影响最为突出。
关键词：员工离职意向，工作满意度，职业发展机会
ABSTRACT
With the intensification of market competition and the acceleration of talent flow, the turnover intention has become an important problem to be solved in enterprise management. This study aims to explore the key factors affecting employees' turnover intention and propose effective retention strategies to reduce the cost of enterprise human resource loss and improve organizational competitiveness. Through a systematic review of relevant literature at home and abroad, it is found that most of the existing studies focus on the analysis of a single factor and lack the construction of the prediction model of turnover intention under the comprehensive consideration of multiple factors. Based on this, this study adopts the questionnaire survey method collected from 300 companies in different industries, a total of 1500 effective sample data, using the structure equation model of statistical analysis method deeply analyzes the job satisfaction, career development opportunities, salary and welfare level, corporate culture identity and work-family balance five dimensions and the relationship between employee leaving intention. The results showed that all of the above factors had a significant impact on employee turnover intention, among which job satisfaction and career development opportunities were the most prominent effects.
Keywords: Employee turnover intentions, job satisfaction, career development opportunities
目 录
摘 要 I
ABSTRACT II
第一章 绪论 1
1.1 研究背景及意义 1
1.2 国内外研究现状 1
1.3 研究方法概述 2
第二章 员工离职意向的影响因素分析 3
2.1 个人因素对离职意向的影响 3
2.2 工作环境因素的探讨 4
2.3 组织文化因素的作用 4
第三章 离职意向预测模型构建 6
3.1 数据收集与样本选择 6
3.2 预测变量的选择依据 6
3.3 模型构建与验证过程 7
第四章 挽留员工的有效策略研究 9
4.1 薪酬福利体系优化 9
4.2 职业发展路径设计 9
4.3 组织支持与关怀措施 10
结束语 12
谢 辞 13
参考文献 14
