知识型企业技能型人才流失的影响因素研究

发布时间：2018-02-08 19:13

本文关键词： 知识型企业技能型人才离职倾向对策　出处：《合肥工业大学》2017年硕士论文　论文类型：学位论文

【摘要】：本文以知识型企业技能型人才为研究对象,结合知识型企业技能型人才的特点考察不同离职要素对技能型人才离职的影响程度,并结合实证研究结果和实地调研情况提出适合知识型企业的留人建议。文章主要从理论研究、实证分析、对策研究和结论展望四大模块展开。理论部分主要研究知识型企业和技能型人才的概念及特征,技能型人才流失对知识型企业的影响和相关文献综述。经过前期大量的实地调研和文献查阅,本文将影响技能型人才离职的16个主要因素分成5个方面构建影响技能型人才离职的理论模型并进行实证研究。实证分析首先通过因子分析法将16个影响技能型人才离职的影响因素降维为四个因子变量,并将四个因子变量与技能型人才离职倾向变量做回归分析,得出回归方程。并进一步验证技能型人才离职倾向与源自企业的薪酬福利、个人价值实现、工作满意度、企业文化和人才个人因素等方面因素的相关关系。使用SPSS19.0软件进行信度、效度、相关性以及多元回归分析,探究知识型企业技能型人才离职倾向与五个方面的影响因素间的相关关系。根据离职倾向与各影响因素间的相关性系数等指标,判断影响技能型人才离职的影响程度大小,最终得出个人因素对技能型人才离职的影响最大。并以实证分析为依据,从人性化留人的角度出发,以知识型企业的人员招聘、员工的日常管理与人员发展、员工离职倾向期、员工离职后为主线,分别提出制定好员工的职业发展规划、构建全面薪酬体系、引入宽带薪酬体系、构建合理有效的培训体系、加强企业文化建设,设立适当的责任追究机制等合理化建议,以便知识型企业更好的留住人才。
[Abstract]:This paper takes the skilled talents of knowledge enterprises as the research object, combining the characteristics of the skilled talents in the knowledge enterprises, to investigate the influence of different factors on the turnover of skilled talents. Combined with the results of empirical research and field research, this paper puts forward some suggestions for knowledge-based enterprises to retain people. The article mainly from the theoretical research, empirical analysis, The theory part mainly studies the concept and characteristics of knowledge enterprises and skilled talents. The impact of the loss of skilled talents on the knowledge Enterprises and the Review of related documents. After a lot of field research and literature review in the early stage, In this paper, the 16 main factors that affect the turnover of skilled talents are divided into five aspects to construct the theoretical model which affects the turnover of skilled talents and to carry out empirical research. Firstly, the 16 factors affecting the turnover of skilled talents are analyzed by factor analysis. The influencing factors of talent turnover are reduced to four factor variables. The regression equation was obtained by regression analysis between the four factor variables and the turnover intention variables of skilled talents, and further verified that the turnover intention of skilled talents and salary benefits, personal value realization, job satisfaction, and so on. Using SPSS19.0 software to analyze reliability, validity, correlation and multiple regression analysis. This paper probes into the correlation between the turnover intention of skilled talents in knowledge enterprises and the influencing factors in five aspects. According to the correlation coefficient between the turnover intention and the influencing factors, the degree of influence on the turnover of skilled talents is judged. Finally, it comes to the conclusion that personal factors have the greatest influence on the turnover of skilled talents. Based on the empirical analysis, and from the perspective of humanized retention, the period of employee recruitment, staff daily management and staff development, and employee turnover intention are taken into account in knowledge-based enterprises. As the main line, the author proposes to make a good career development plan, construct a comprehensive salary system, introduce a broadband salary system, construct a reasonable and effective training system, and strengthen the construction of corporate culture. Set up appropriate accountability mechanism and other rationalization suggestions, so that knowledge-based enterprises better retain talent.
【学位授予单位】：合肥工业大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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