HX公司研发人员离职问题分析与对策研究

发布时间：2018-07-05 00:46

本文选题：互联网 + 研发人员　；参考：《西南交通大学》2016年硕士论文

【摘要】：随着大量产业资本和传统行业开始进入互联网行业,在资本推动下研发人员薪资水平水涨船高,且人员流动性也越来越大。互联网行业中最核心的生产力便是研发人员,因此互联网公司用人成本巨幅增长的现实,严重影响了处于成长期的互联网公司的竞争力。本次研究在Price-Mueller离职模型的基础上,结合HX公司近两年来的研发人员离职访谈记录,归纳梳理出公司研发人员离职的主要因素。通过与Price-Mueller离职模型现有变量进行比较,引入四个新结构化变量,并针对本次研究引入的新变量构建了用于测量的新量表。最后,作者以修订后的离职模型为基础,结合问卷调查结果进行了一系列实证研究。通过独立样本T检验、K检验以及单因素方差分析等统计方法进行检验,结果表明：性别、工作年限这两个人口统计变量对离职倾向不存在显著差异；年龄、学历以及婚姻状况对离职倾向存在显著差异；在学历方面,学历越高,其工作满意度以及组织承诺越低,工作寻找行为以及离职倾向越高；最后通过多层次回归方程,将人口统计变量作为控制变量,结果证明了工作满意度以及组织承诺在主管领导方式、组织氛围、工作认可度、工作压力、职业发展、以及薪资满意度这六个自变量与因变量离职倾向间的中介作用,这些因素对离职倾向起到显著影响。基于以上研究成果,本文对HX公司研发人员离职现状提出五项人才保留对策,分别为：①“人尽其才、人尽其长”,提升工作认可度；②关注研发人员学习与发展,增加员工的职业发展机会；③提升研发主管管理水平,营造良好组织氛围；④做好员工的情绪管理,帮助纾解工作压力；⑤做好薪酬预期管理,兼顾对外竞争力与对内公平性。
[Abstract]:With a large number of industrial capital and traditional industries began to enter the Internet industry, capital driven R & D personnel pay level rise, and staff mobility is also increasing. The core productivity of the Internet industry is the R & D personnel, so the reality of the huge increase in the cost of employment of Internet companies has seriously affected the competitiveness of Internet companies in the growing period. On the basis of Price-Mueller turnover model, this study combined with the recent two years' interview records of R & D staff in HX Company, summed up the main factors of R & D staff turnover. By comparing with the existing variables in the Price-Mueller turnover model, four new structured variables are introduced, and a new measurement scale is constructed for the new variables introduced in this study. Finally, based on the revised turnover model, the author carries out a series of empirical research combined with the results of the questionnaire. The results show that there is no significant difference between the two demographic variables in terms of turnover intention, age, and age. Education and marital status had significant differences in turnover intention; the higher the degree of education, the lower the job satisfaction and organizational commitment, the higher the job search behavior and turnover intention. Finally, the multi-level regression equation was adopted. Using demographic variables as control variables, the results demonstrated job satisfaction and organizational commitment in the leadership style, organizational climate, job acceptance, job stress, career development, And salary satisfaction, the six independent variables and dependent variables of turnover intention intermediary role, these factors play a significant role in turnover intention. Based on the above research results, this paper puts forward five talents retention countermeasures to the current situation of HX company R & D staff turnover, which are respectively: 1: "make the best use of people, do their best", and promote the recognition of R & D personnel to pay close attention to the learning and development of R & D personnel. To improve the management level of R & D supervisor, to create a good organizational atmosphere, to do a good job of emotional management, to help relieve the pressure of work and to do well in the management of salary expectations, and to take into account the external competitiveness and internal fairness.
【学位授予单位】：西南交通大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92;F426.92

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