基于Price-Mueller模型的YK公司人才流失影响因素研究

发布时间：2018-03-26 07:27

本文选题：人才　切入点：人才流失　出处：《北京化工大学》2015年硕士论文

【摘要】：我国煤炭企业人才战略的制定和实施仍处于起步阶段,人才流失的现象时常发生,因此预防人才流失已成为YK公司各级各部门工作的重点。本文中人才是指YK公司中那些品德优秀、拥有大中专学历及以上的或者拥有某种专业技术职称、并且能为公司的发展作出贡献的人员。所以,本文中的人才流失特指YK公司中的人才选择终止与公司之间的雇佣关系。本文借鉴了多位国内学者对Price-Mueller(2000)模型的改进,重新组合成了本文所用的离职模型,并依照前人制定的人员工作满意度调查量表设计出调研问卷。对YK公司内的员工进行问卷调研,使用SPSS20.0对收回的有效数据做统计分析。首先,采用主成分分析的方法,确定模型中的哪几个变量可以代表所有的变量因素来解释所要研究的问题；其次,通过单因素方差分析的方法,来确认是否会由于被调研对象的自身情况的不同而使其在过程变量上有不同的表现；最后,采用相关分析,来辨别本文所涉及的各变量是否与员工萌生离职想法之间有一定的相关的关系。得出如下结论：从20个变量中取出工作满意度等8个变量便可以达到解释本文中人才流失的效果；离职意图等4个过程变量会因为员工的性别等自身状况的差异而有不同表现；确定了与离职意图相关、不相关以及明显相关的变量,并对相关程度的强弱进行了排序,依次为工作寻找行为等。
[Abstract]:The formulation and implementation of the talent strategy for coal enterprises in China is still in its infancy, and the phenomenon of brain drain often occurs. Therefore, the prevention of brain drain has become the focus of the work of YK Company at all levels. And who can contribute to the development of the company. Therefore, the brain drain in this paper refers specifically to the termination of the employment relationship between YK and the company. This paper draws on the improvement of Price-Mueller2000 model made by many domestic scholars. This paper recombines into the turnover model used in this paper, and designs a questionnaire according to the survey scale of employee job satisfaction developed by predecessors, and carries out a questionnaire survey on the employees of YK Company. SPSS20.0 is used to do statistical analysis of the valid data recovered. Firstly, the principal component analysis method is used to determine which variables in the model can represent all the variable factors to explain the problem to be studied. The method of single factor variance analysis is used to confirm whether the subjects will behave differently in the process variables because of their own situation. Finally, the correlation analysis is used. To determine whether there is a certain correlation between the variables involved in this paper and the employee's intention to leave. The following conclusion is drawn: 8 variables, such as job satisfaction, can be taken out of 20 variables and can be explained in this paper. The effect of brain drain; The four process variables, such as intention to quit, will have different performance because of the difference of employee's gender and their own situation. The variables related to turnover intention, not relevant and obvious correlation are determined, and the degree of correlation is ranked. Look for behavior for work in turn.
【学位授予单位】：北京化工大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.21

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