【作者】 张翼；

【导师】 胡培；

【作者基本信息】 西南交通大学 ， 工商管理， 2004， 硕士

【摘要】 民营企业伴随着二十多年来我国改革开放事业的进程，为保障国民经济的持续向前发展发挥了不可替代的作用。随着宏观经济环境的改善，中国的民营企业面临着新一轮巨大的发展机遇。但是，民营企业在高速发展中又产生了人才流失的危机：一方面，民营企业的快速发展离不开人才；另一方面，民营企业引进人才难，留住人才难，用好人才更难。而最让企业困惑的是：自有人才的大量流失给企业的发展甚至生存带来了难以估量的恶果。 本论文围绕民营企业人才流失问题展开了详细的分析和讨论。通过对一般企业员工流失分析研究，说明企业员工流失对企业的发展和生存的重要性。本文结合民营企业的实际情况，在借鉴一些研究成果的基础上建立了一个离职倾向模型。它包括了以下几个系列的独立变量：人口统计变量、报酬水平、上级监督、角色压力源(角色模糊和角色冲突)、组织公平性(程序公平性和分配公平性)、人员-组织匹配、外部工作机会和组织承诺，离职倾向在本研究中是因变量。通过调查问卷来收集数据信息。通过在整理调查数据后得出结论，角色模糊与外部工作机会的交互作用以及人员-组织匹配与外部工作机会的交互作用是影响民营企业员工离职倾向的主要因素。最后根据我国民营企业人力资源管理的现状，在人力资源管理层面给出相应的对策研究，以避免民营企业不必要的人员流失。 希望本论文的研究能对我国民营企业的人力资源管理提供一点帮助。更多还原

【Abstract】 20 years passed, private enterprises in China played an important role in economy development. With the improvement of the macroeconomic environment, private enterprises in China are confronted with an opportunity, along with the big challenge and risk. On the one hand, talented persons are necessary for the development of private enterprises; on the other hand, the most popular problem which private enterprises will face is competing for HR, introducing talented persons, how to maintain them and encourage them to perform well.By analyzing influence factors of employee flowed out, the thesis all round and deeply discuss the issue of how to introduce talented persons, make good use of talented persons and attracted talented persons while they continually seek for new development ways. Aiming at the feature and present issue of private enterprises, a turnover model was set up on the basis of the previous research, which includes the following independent variables: demographic factors, pay level, supervision, role stressor (role ambiguity and role conflict), organizational justice (procedural justice and distributive justice), person-organization fit, perceived alternative employment opportunity and organizational commitment. Turnover intention is the dependent factor in the study. Data was collected using a questionnaire that contained measures of the variables. Findings of the study suggest that the interaction of role ambiguity and PAEO (Perceived Alternative Employment Opportunity), and the interaction of person-organization fit and PAEO are the main factors associated with turnover intention in private enterprises. In conclusion, according to the current status of the Human Resource Management in private enterprises, the thesis provided the corresponding solution on the level of HRM to avoid unnecessary employee turnover.Expect the thesis will be helpful for Human Resource Management in private enterprises.更多还原