兵团国有企业科技人才稳定性影响因素研究

发布时间：2018-05-21 17:32

本文选题：国有企业 + 科技人才　；参考：《石河子大学》2015年硕士论文

【摘要】：21世纪,人才是市场竞争的根源,企业为能获得持续竞争力采取具有吸引力的手段引进人才,条件相对较弱的企业难免出现跳槽的现象,特别是管理水平欠缺的国有企业,由于管理体制和理念问题,使得员工流失量较大,尤其是技术性人才的稳定性一直是国有企业关注的重点。员工的不稳定会影响企业的工作进展和持续发展,本文以兵团国有企业科技人才为研究对象,分析影响其稳定性的因素,在理论和实践上具有一定参考价值。本为将科技人才稳定性定义为:科技人才在企业中能保持良好的工作状态,有继续留在企业的愿意且在企业有长远的工作打算。基于文献回顾和实地调研,总结了科技人才稳定性影响因素,运用SPSS17.0做了探索性因子分析,并构建了相关模型,运用Amos17.0对其进行了验证,进一步探讨了因素与稳定性的影响关系,各因素在人口统计变量上的差异情况等。经过问卷整合处理最终选取29个因素,归为7个因子并对其进行命名,分别为:领导特质与管理,人才开发与管理环境,工作性质与发展,社会保障环境,家庭因素,社会发展水平,宏观管理政策。运用Amos17.0验证了科技人才稳定性影响因素模型的合理性。领导特质与管理、工作性质与发展、家庭因素与科技人才稳定性呈显著正影响关系,且工作性质与发展对其的影响最大,说明科技人才较注重工作的自主性、挑战性及职业发展。针对不同学历和年龄科技人才,领导特质与管理、工作性质与发展、家庭因素对稳定性的影响存在差异。科技人才作为人力资源的核心,是国有企业的真正动力和决定因素,也是推动地区经济可持续发展的源泉,保持科技人才的稳定性有助于制止或防止国有企业人才流失,优化人才队伍。关于人才稳定性的研究成果较少,学者们更多是从不稳定的角度进行研究,比如员工离职、人才流失、人员流动等,而本文则从主动角度探讨国有企业现有科技人才的稳定性,分析其影响因素。通过以上分析结果,本文从科技人才稳定性影响因素角度提出政策建议,为提高科技人才稳定性提供理论依据。
[Abstract]:In the 21st century, talent is the root of market competition. In order to obtain the sustainable competitiveness, enterprises adopt attractive means to introduce talents, so it is inevitable for enterprises with relatively weak conditions to switch jobs, especially for state-owned enterprises with poor management level. Due to the problems of management system and concept, the turnover of employees is large, especially the stability of technical talents is always the focus of attention of state-owned enterprises. The instability of the staff will affect the progress and sustainable development of the enterprise. This paper takes the scientific and technological talents of the state-owned enterprises in Bingtuan as the research object, and analyzes the factors that affect the stability of the enterprise, which has certain reference value in theory and practice. This paper defines the stability of scientific and technological talents as: the scientific and technological talents can maintain a good working state in an enterprise, they are willing to remain in the enterprise and have a long-term working plan in the enterprise. Based on literature review and field investigation, this paper summarizes the influencing factors of the stability of scientific and technological talents, makes exploratory factor analysis by using SPSS17.0, and constructs a related model, which is verified by Amos17.0. The relationship between the factors and the stability and the differences of the factors in the demographic variables are also discussed. After the questionnaire integration, 29 factors were selected, classified into 7 factors and named as: leadership traits and management, talent development and management environment, job nature and development, social security environment, family factors. Social development level, macro management policy. Amos17.0 is used to verify the rationality of the model of influencing factors of the stability of scientific and technological talents. The characteristics of leadership and management, the nature of work and development, the family factors and the stability of scientific and technological talents have a significant positive relationship, and the nature of work and development have the greatest influence on them, indicating that the scientific and technological talents pay more attention to the autonomy of work. Challenge and career development. According to different educational background and age of science and technology talents, leadership traits and management, job nature and development, family factors have different influence on stability. As the core of human resources, scientific and technological talents are the real motive force and decisive factor of state-owned enterprises, and also the source of promoting the sustainable development of regional economy. Maintaining the stability of scientific and technological talents can help to stop or prevent the brain drain in state-owned enterprises. Optimize the talent team. There are few research results on the stability of talents, and scholars are more likely to conduct research from unstable perspectives, such as staff turnover, brain drain, personnel mobility, etc. This paper discusses the stability of existing scientific and technological personnel in state-owned enterprises from an active perspective. The influencing factors are analyzed. Based on the above analysis, this paper puts forward some policy suggestions from the perspective of influencing factors of the stability of scientific and technological talents, which provides a theoretical basis for improving the stability of scientific and technological talents.
【学位授予单位】：石河子大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：C964.2

【参考文献】