中石油吉林省成品油运输公司—基层员工离职问题研究

发布时间：2018-04-26 09:35

本文选题：员工流失 + 员工离职管控　；参考：《沈阳大学》2017年硕士论文

【摘要】：在市场经济环境中,企业与员工的雇佣关系是双向的,使得员工流动存在可能性;由于雇主或雇员对雇佣关系不再满意,或合同自然终止,所有的雇佣关系都将终结,使得雇员流动存在必然性。近年来随着石油价格下跌,宏观经济不景气,石油企业获利能力大幅度降低,使得企业员工薪资及福利水平有所下降,导致部分员工离职。就中石油吉林成品油运输公司看,员工离职问题在近年来表现尤为突出。有些80、90后的基层员工,他们大部分是独生子女,家庭环境良好,受教育程度高,工作心态不稳定,再加上石油运输企业工作强度较大,工作条件较差,导致公司面临基层员工的离职率较高的问题。针对石油运输企业的特殊性,如何留住有一定工作能力以及经验丰富的基层员工,打造高素质的石油运输队伍,保证安全高效的企业运营,是公司急需解决的重大问题。本文共分六章,第一章绪论,主要包括:研究背景、研究意义、国内外研究综述、研究思路及研究方法和创新点等;第二章相关理论概述及概念界定,包括基层员工的概念界定、激励理论、公平理论以及员工流失理论等;第三章,吉林省成品油运输公司基层员工现状及其离职影响,主要包括:公司概况与员工基本结构、公司基层员工的构成及其岗位职责、公司基层员工特征分析以及基层员工管理制度等;第四章,中石油吉林成品油运输公司基层员工离职原因调查与分析,采用问卷调查法对中石油吉林成品油运输公司基层员工离职问题进行探究,从调查结果来看,中石油吉林成品油运输公司基层员工离职的主要原因集中在职业发展规划满意度、工作团队协调和沟通满意度、企业文化建设满意度、工作环境及安全满意度四个方面。为改善公司人才流失状况提供依据。第五章,有效控制基层员工离职的对策建议,主要内容包括:从员工职业发展规划、企业文化塑造以及工作环境改善方面提出了相应的对策。第六章为结论。
[Abstract]:In the market economy environment, the employment relationship between the enterprise and the employee is two-way, which makes the employee mobility possible. Because the employer or employee is no longer satisfied with the employment relationship, or the contract naturally terminates, all the employment relations will end. It makes employee mobility inevitable. In recent years, as oil prices have fallen, the macro economy has been depressed, and the profitability of oil companies has fallen sharply, leading to lower wages and benefits for employees, leading to the departure of some employees. In view of PetroChina Jilin Oil products Transportation Company, the problem of employee turnover has been particularly prominent in recent years. Some of the post-80s grassroots workers, most of whom are only children, have a good family environment, a high level of education, and a unstable working mentality. In addition, the oil transportation enterprises have a heavy work intensity and poor working conditions. As a result, the company is faced with the problem of high turnover rate of grass-roots employees. In view of the particularity of oil transportation enterprises, how to retain the grass-roots employees with certain working ability and rich experience, to build a high-quality oil transportation team, and to ensure the safe and efficient operation of the enterprise is an important problem that the company urgently needs to solve. This paper is divided into six chapters, the first chapter is an introduction, including: research background, research significance, domestic and foreign research review, research ideas and research methods and innovation points, chapter two related theory overview and concept definition, etc. Including the definition of the concept of grass-roots employees, incentive theory, fair theory and employee turnover theory. Chapter III, Jilin Province refined Oil Transportation Company grass-roots employees and their impact on the departure, mainly including: company profile and basic structure of employees, The composition and duties of the grass-roots employees of the company, the analysis of the characteristics of the grass-roots employees of the company and the management system of the grass-roots employees, etc. Chapter IV, investigation and analysis of the reasons for the turnover of the grass-roots employees of the PetroChina Jilin Product Oil Transportation Company, By using the method of questionnaire, this paper probes into the turnover of grass-roots staff of PetroChina Jilin Oil Product Transportation Company. From the result of the investigation, the main reason for the turnover of the grass-roots staff of PetroChina Jilin Oil Product Transportation Company is the satisfaction degree of career development planning. Work team coordination and communication satisfaction, corporate culture building satisfaction, work environment and safety satisfaction. To improve the brain drain of the company to provide the basis. The fifth chapter, the effective control of grass-roots staff turnover countermeasures, the main contents include: from the staff career development planning, corporate culture shaping and work environment improvement to put forward the corresponding countermeasures. Chapter six is the conclusion.
【学位授予单位】：沈阳大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F426.22;F272.92

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