【作者】 赵秀娟；

【导师】 潘留栓；

【作者基本信息】 兰州大学 ， 工商管理， 2011， 硕士

【摘要】 随着知识经济时代的到来,人力资源的重要地位也越来越凸显,人力资源已经成为企业生存和发展的至关因素。但是随着知识经济的深入发展,企业雇员流失现象愈加普遍,尤其是在超市零售业,流失人数之多、频率之高、影响之深,已经成为困扰超市企业发展的难题之一在当今社会,经济快速发展,越来越多的人们注重生活质量和生活水平的提高,消费水平和消费能力不断增强,超市购物成为人们日常生活中的重要组成部分,因此超市业发展异常迅猛。随着超市企业的迅速发展,HR超市员工高离职率问题日益突出,HR超市的离职率已越过红色警戒线,HR超市员工高离职率问题已经大大阻碍了企业的扩张战略。因此,研究HR超市员工高离职率的原因对解决这一问题起着决定性的作用。本论文以HR超市员工作为研究对象,分析HR超市员工的特点,总结归纳高离职率的影响因素,测量离职率与其影响因素间的相关关系,提出了HR超市员工高离职率的影响因素模型,并有针对性地提出了解决高离职率问题的改进策略,以期为其他超市零售业改善和提升人力资源管理水平、有效控制员工高离职率问题提供有益参考。首先,选取超市这一特定零售行业,以HR超市4家门店的员工作为研究对象,通过参阅大量国内外相关文献资料,整理归纳出高离职率的影响因素,设计出适合超市企业员工高离职率的影响因素的调查问卷量表,借助实证分析和统计工具对问卷量表的信度和效度进行了检验。其次,通过实证研究,了解HR超市员工高离职率现状,并进一步揭示出影响高离职率的原因。调查显示：有17个因素对员工高离职率产生影响,其中有8个因素对高离职率有显著性影响,另外9个因素与高离职率之间存在负相关或正相关关系。再此,得到高离职率的影响因素模型,该模型揭示出各因素是如何影响高离职率的以及影响程度如何,它为超市企业的人力资源管理提供有力的理论支持。最后,为HR超市日常管理工作提供合理化建议,提出了应对HR超市员工高离职率的有效策略。并为其他超市企业制定科学合理的人力资源管理策略,有效改进企业管理水平,降低企业员工的离职率给出了一套合理的分析办法和理论依据。更多还原

【Abstract】 With the development of the knowledge-based economic age, Human resources has become the key factor to the enterprise’s existence and development.The importance of human resources will be embodied more and more.But with the developing of the economy, Employee turnover becomes a general phenomenon in the enterprises.Specially in surper market enterprise,The numbers of turnover cases, the frequency and the influences become one of the problems that puzzle the development of the surpermarket enterprise.Nomdays,with the fast development of the economy,more and more people attention to improve life quality and life standard, Consumption levels and consumption abilities strengthened gradually. Supermarket shopping became an important part in people’s lives. Therefore the surpermarket enterprise development rapidly.But the average employee turnover rate in surpermarket enterprise is. very high.In HR surpermarket, the average employee turnover rate has Across cordon. It has greatly hindered enterprise expansion strategy. Therefore it has a terminative effect on solving the problem to study the turnover intention of the employees in HR surpermarket.This paper takes employees from 4 stores of HR surpermarket as the research object, Analyzing the characteristics of HR supermarket employees, Summarizing the influence factors of high turnover rates,Measuring the relationship between turnover rate and its influence factors,Putting forward the influence factors model about HR supermarket employee high turnover rates,and Putting forward to improvement strategy,which is heipful in improving in Human resources management, and In other surpermarket enterprise which is helpful reference.to effective control of high turnover rates.Firstiy, Select the supermarket this particular retailing andtake employees from four stores of HR surpermarket as the research object, Through consulting a large amount of domestic and foreign relevant documents, Finishing induces influencing factors of high turnover rates, designed Suitable for supermarket enterprise staff high turnover rates factors of the questionnaire scale, The reliability and efficiency of the scale have’been texted by practice research. Secondly,Through an empirical research,realizese high turnover rates in HR surpermarketand reveals the factors that affect high turnover rate furtherly. Investigation shows Have 20 factors influence on high turnover rates of employees from HR surpermarket,among which 8 factors have conspicuous influence on the turnover rate,while the other 9 factors are either positively or negatively related to the the turnover rate. Thirdly, Get a influence factor model of high turnover rates.This model has revealed how each factor influence on high turnover rates and the affecting extent,has provided a Strong theoretical support for The human resources administration departments in surpermarket enterprise.Finally, provide proper Suggestions for HR supermarket daily management work, forward to improvement strategy,which is heipful in improving in Human resources management,which will offer a set of analysis methods and theoretical basis in making reasonable human resource staetagies to other surpermarket enterprises.更多还原