本文關(guān)鍵詞：A公司一線員工離職動(dòng)因分析與管理模式研究　出處：《五邑大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 一線員工 離職動(dòng)因分析 預(yù)測(cè)模型 改善策略

【摘要】：關(guān)于員工離職問題的研究,在國外已經(jīng)有50多年的歷史了。隨著市場(chǎng)經(jīng)濟(jì)的發(fā)展與完善,國內(nèi)近幾年也開始重視起員工離職問題的研究,但是針對(duì)制造型企業(yè)一線員工的專門性研究目前還不是很多。 本研究主要是針對(duì)制造型企業(yè)一線員工的主動(dòng)離職問題,結(jié)合國內(nèi)外最新的離職模型——Price-Mueller(2000)中涉及的離職因素,采用將A公司的離職歷史數(shù)據(jù)和問卷調(diào)查數(shù)據(jù)相結(jié)合的統(tǒng)計(jì)分析方法,分析得出A企業(yè)的一線員工離職的顯著影響因素并將其納入離職預(yù)測(cè)模型中進(jìn)行模型的構(gòu)建,最后從環(huán)境、制度、情感三個(gè)維度出發(fā),尋找改善一線員工高離職的可行方案,提出針對(duì)性建議,以期能夠?yàn)橛萌藛挝惶峁┮痪�員工的保持策略。 本文主要得出以下結(jié)論： 第一,在A公司,離職時(shí)間、員工性別、在崗工齡、具體工種不同的一線員工的離職意向會(huì)表現(xiàn)出不同程度的差異性。 第二,影響一線已離職員工的主要因素有工作環(huán)境、薪酬待遇、家庭因素、管理者風(fēng)格及職業(yè)發(fā)展通道等,影響在職員工的顯著影響因素是一線員工敬業(yè)度、薪資福利水平、戰(zhàn)略意識(shí)、工作滿意度中的工作資源和環(huán)境以及直線管理者風(fēng)格。 第三,結(jié)合前面的分析,設(shè)計(jì)和構(gòu)建了一線員工的離職預(yù)測(cè)模型,只要輸入上年或上月數(shù)據(jù)即可預(yù)測(cè)離職率。 最后,本文在對(duì)A企業(yè)離職研究的基礎(chǔ)上,結(jié)合國內(nèi)外在離職管理上頗有策略的企業(yè)的做法,從環(huán)境留人、制度留人、情感留人三個(gè)維度提出了幾點(diǎn)關(guān)于改善一線員工離職管理的策略。
[Abstract]:With the development and perfection of market economy, the study of employee turnover has been paid more attention in recent years. However, there are not many researches on the specialization of front-line employees in manufacturing enterprises. This study is aimed at the active turnover of front-line employees in manufacturing enterprises, combined with the latest turnover model Price-Mueller2000 at home and abroad. This paper adopts the statistical analysis method which combines the historical data of company A's turnover with the data of questionnaire survey. This paper analyzes the significant factors that affect the turnover of front-line staff in enterprise A and puts it into the turnover prediction model to construct the model. Finally, it starts from three dimensions: environment, institution and emotion. To find a feasible solution to improve the high turnover of front-line employees and put forward targeted suggestions in order to provide the maintenance strategy of front-line employees for employers. The main conclusions of this paper are as follows: First, in company A, the turnover time, employee gender, length of service, specific types of work will show different degrees of difference in turnover intention. Second, the main factors that affect the former employees are the working environment, salary, family factors, managers' style and career development channels, etc. The significant factors that affect the on-the-job employees are the front-line employees' engagement. Salary and benefits level, strategic consciousness, job resources and environment in job satisfaction, and line manager style. Thirdly, combined with the previous analysis, we designed and constructed the front-line employee turnover forecast model, which can predict the turnover rate as long as we input the data of last year or last month. Finally, on the basis of the study on the turnover of enterprise A, combined with the domestic and foreign enterprises in the turnover management strategy, from the environment to retain people, the system of retention. The three dimensions of emotional retention put forward several strategies to improve staff turnover management.
【學(xué)位授予單位】：五邑大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F425

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本文編號(hào)：1411539