A公司一线员工离职动因分析与管理模式研究

发布时间：2018-01-11 22:31

本文关键词：A公司一线员工离职动因分析与管理模式研究　出处：《五邑大学》2014年硕士论文　论文类型：学位论文

【摘要】：关于员工离职问题的研究,在国外已经有50多年的历史了。随着市场经济的发展与完善,国内近几年也开始重视起员工离职问题的研究,但是针对制造型企业一线员工的专门性研究目前还不是很多。本研究主要是针对制造型企业一线员工的主动离职问题,结合国内外最新的离职模型——Price-Mueller(2000)中涉及的离职因素,采用将A公司的离职历史数据和问卷调查数据相结合的统计分析方法,分析得出A企业的一线员工离职的显著影响因素并将其纳入离职预测模型中进行模型的构建,最后从环境、制度、情感三个维度出发,寻找改善一线员工高离职的可行方案,提出针对性建议,以期能够为用人单位提供一线员工的保持策略。本文主要得出以下结论：第一,在A公司,离职时间、员工性别、在岗工龄、具体工种不同的一线员工的离职意向会表现出不同程度的差异性。第二,影响一线已离职员工的主要因素有工作环境、薪酬待遇、家庭因素、管理者风格及职业发展通道等,影响在职员工的显著影响因素是一线员工敬业度、薪资福利水平、战略意识、工作满意度中的工作资源和环境以及直线管理者风格。第三,结合前面的分析,设计和构建了一线员工的离职预测模型,只要输入上年或上月数据即可预测离职率。最后,本文在对A企业离职研究的基础上,结合国内外在离职管理上颇有策略的企业的做法,从环境留人、制度留人、情感留人三个维度提出了几点关于改善一线员工离职管理的策略。
[Abstract]:With the development and perfection of market economy, the study of employee turnover has been paid more attention in recent years. However, there are not many researches on the specialization of front-line employees in manufacturing enterprises. This study is aimed at the active turnover of front-line employees in manufacturing enterprises, combined with the latest turnover model Price-Mueller2000 at home and abroad. This paper adopts the statistical analysis method which combines the historical data of company A's turnover with the data of questionnaire survey. This paper analyzes the significant factors that affect the turnover of front-line staff in enterprise A and puts it into the turnover prediction model to construct the model. Finally, it starts from three dimensions: environment, institution and emotion. To find a feasible solution to improve the high turnover of front-line employees and put forward targeted suggestions in order to provide the maintenance strategy of front-line employees for employers. The main conclusions of this paper are as follows: First, in company A, the turnover time, employee gender, length of service, specific types of work will show different degrees of difference in turnover intention. Second, the main factors that affect the former employees are the working environment, salary, family factors, managers' style and career development channels, etc. The significant factors that affect the on-the-job employees are the front-line employees' engagement. Salary and benefits level, strategic consciousness, job resources and environment in job satisfaction, and line manager style. Thirdly, combined with the previous analysis, we designed and constructed the front-line employee turnover forecast model, which can predict the turnover rate as long as we input the data of last year or last month. Finally, on the basis of the study on the turnover of enterprise A, combined with the domestic and foreign enterprises in the turnover management strategy, from the environment to retain people, the system of retention. The three dimensions of emotional retention put forward several strategies to improve staff turnover management.
【学位授予单位】：五邑大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F425

【参考文献】