員工“跳槽”現象分析研究

員工“跳槽”現象分析研究

內 容 摘 要

很多企業都存在著，留不住人才和某些職位緊缺人才的問題，因為每個員工都會產生或多或少的“跳槽”傾向，企業面臨的眾多問題中核心的問題就是人才流失問題。這種局面很不利于企業競爭力的發展。面對員工“跳槽”，企業應該保持什么樣的態度，這些都是企業在生存和發展中需要思考的問題。通過分析，我們可以知道，“跳槽”行為是由于“跳槽”傾向導致的，通過對員工的日常觀察，如果發現了這種“跳槽”傾向，那么該員工的“跳槽”行為就會發生在不久的將來。本文通過綜合的分析，針對于的“跳槽”原因進行研究，發現了影響“跳槽”傾向的幾個原因，這幾個原因就包括了員工的個人原因，和所在公司的原因，還有外部環境因素，希望給我國企業產生積極的借鑒意義。

[關鍵詞]：人才儲備；“跳槽”傾向；對策

目錄

1.引言································4

2.員工“跳槽”傾向概述·······················4

3.企業員工“跳槽”現狀調查·····················5

3.1調查問卷的設計·························5

3.2調查提綱的擬定·························6

3.3調查對象的確定·························7

3.4調查過程的實施·········································8

3.5調查結果的統計········································8

3.5.1問卷的信度分析······································8

3.5.2問卷的效度分析···········································8

3.5.3描述性統計分析·········································8

4.員工“跳槽”傾向的影響因素········································12

4.1企業因素··············································12

4.1.1福利待遇················································12

4.1.2工作環境········································13

4.1.3激勵措施·································13

4.1.4發展前途················································14

4.2個人因素···················································14

4.2.1員工職位····································14

4.2.2人際關系因素························15

4.2.3工作壓力··························15

4.3厭倦工作····································15

5.解決員工“跳槽”的對策以及預防措施···················16

5.1完善企業選人和用人制度····················16

5.2創新薪酬的分配模式········································16

5.3構建公平公正的企業內部環境···································16

5.4改善工作時間和工作環境········································17

5.5加強以人為本的企業文化的打造································17

5.6了解員工的想法·············································18

6.結語·················································18

7.文獻