本文關(guān)鍵詞：新媒體企業(yè)知識型員工離職因素研究　出處：《首都經(jīng)濟貿(mào)易大學》2017年碩士論文　論文類型：學位論文

  更多相關(guān)文章： 新媒體企業(yè) 知識型員工 離職影響因素 原因 對策

【摘要】：隨著我國經(jīng)濟的迅猛發(fā)展和科學技術(shù)水平的進步,從報紙、雜志、電視等傳統(tǒng)媒體到網(wǎng)站、微博、微信等新媒體的廣泛應用,互聯(lián)網(wǎng)行業(yè)正在飛速成長,新媒體企業(yè)也越來越多,競爭日趨激烈,人才已然成為新媒體企業(yè)的核心競爭力。新媒體企業(yè)多是知識型員工,他們利用所擁有的知識資本和專業(yè)能力提供勞動力,對企業(yè)經(jīng)營和發(fā)展起著重要作用。也正因為如此,他們更加追求自我價值的實現(xiàn),當他們在自己所服務(wù)的企業(yè)中看不到個人更好的發(fā)展前景時,便會離職去追求新的更好的發(fā)展。一個企業(yè)知識型員工的不斷流失,不僅會增加企業(yè)的成本,影響在職員工的士氣,也會降低企業(yè)的競爭能力,不利于企業(yè)人員管理。所以調(diào)查分析員工離職的因素并提出相應的管理對策,從而降低員工離職率,具有重要意義。區(qū)別于以往對國有企業(yè)和民營企業(yè)員工離職的研究,本文以近幾年流失率最高之一的新媒體企業(yè)知識型員工為研究對象,采取結(jié)合理論研究、問卷調(diào)查和實例探討等方法,總結(jié)國內(nèi)外學者對員工流失影響因素的研究,主要有環(huán)境因素、外部機會、內(nèi)部因素、工作滿意度、薪酬、晉升等方面。本文通過運用員工離職的相關(guān)理論和模型,分析新媒體企業(yè)特征、發(fā)展趨勢以及知識型員工特點、職業(yè)素質(zhì),采用問卷調(diào)查方法收集數(shù)據(jù),使用統(tǒng)計軟件分析數(shù)據(jù),從企業(yè)外部、組織內(nèi)部和個人因素三個層面分析新媒體企業(yè)知識型員工離職的10個主要原因,外部因素有政策和社會競爭,個人因素有個人發(fā)展、工作壓力和個人特征,企業(yè)內(nèi)部原因中管理制度、人際環(huán)境、工資待遇、培訓升遷機會、職業(yè)選擇、企業(yè)文化等方面不夠完善。通過離職因素調(diào)查的真實數(shù)據(jù)分析離職影響因素后,指出離職給企業(yè)帶來的不利影響并提出減少互聯(lián)網(wǎng)環(huán)境下新媒體企業(yè)知識型員工離職的管理對策,從健全管理制度、加強員工培訓、改善人文環(huán)境、提高薪酬激勵、開拓職業(yè)生涯管理、建設(shè)企業(yè)文化等方面留住知識型員工,降低企業(yè)員工的高離職率。本文采取實證研究,探討離職對策的實際應用效果。以新媒體Z企業(yè)為例,介紹企業(yè)和員工離職情況,方法采取離職訪談和調(diào)研,分析影響Z企業(yè)員工離職的因素,并結(jié)合企業(yè)實際提出了幾點改進建議,之后對改善對策的實施效果進行評價。不僅對改善Z企業(yè)離職率有所幫助,而且對整個新媒體企業(yè)知識型員工離職管理也提供借鑒和參考。
[Abstract]:With the rapid development of economy and the progress of science and technology, the Internet industry is growing rapidly from traditional media such as newspaper, magazine, TV to website, Weibo, WeChat and other new media. New media enterprises are more and more, competition is becoming increasingly fierce, talent has become the core competitiveness of new media enterprises. New media enterprises are mostly knowledge workers. They make use of their intellectual capital and professional ability to provide labor force, which plays an important role in the operation and development of enterprises. Because of this, they are more pursuing the realization of self-worth. When they do not see a better personal development prospects in the enterprises they serve, they will leave to pursue new and better development. The continuous loss of knowledge workers in an enterprise will not only increase the cost of the enterprise. Affect the morale of in-service employees, but also reduce the competitiveness of enterprises, is not conducive to the management of enterprise personnel. So the investigation and analysis of the factors of staff turnover and put forward the corresponding management measures, so as to reduce the rate of staff turnover. Different from the previous research on employee turnover in state-owned enterprises and private enterprises, this paper takes the knowledge workers of new media enterprises, one of the highest turnover rate in recent years, as the research object, and adopts the combination theory research. Questionnaire survey and case study, summed up the domestic and foreign scholars on the factors affecting employee turnover, mainly environmental factors, external opportunities, internal factors, job satisfaction, compensation. Through the use of relevant theories and models of employee turnover, this paper analyzes the characteristics of new media enterprises, development trends and the characteristics of knowledge workers, professional quality, the use of questionnaires to collect data. Using the statistical software to analyze the data, from the external, internal and personal factors to analyze the new media enterprise knowledge staff turnover of 10 main reasons, external factors are policy and social competition. Personal factors include personal development, job pressure and personal characteristics, internal management system, interpersonal environment, salary, training opportunities, career choices. Corporate culture and other aspects are not perfect. Through the real data of turnover factors survey analysis of factors affecting turnover. This paper points out the adverse effects of turnover on enterprises and puts forward some management countermeasures to reduce the turnover of knowledge workers in new media enterprises under the Internet environment, from improving the management system, strengthening staff training, and improving the humanistic environment. Improve salary incentive, develop career management, build corporate culture and other aspects to retain knowledge workers, reduce the high turnover rate of employees. This paper adopts empirical research. This paper discusses the practical application effect of turnover countermeasures. Taking Z enterprise as an example, the paper introduces the situation of turnover of enterprises and employees, and analyzes the factors that affect the turnover of employees in Z enterprise by means of exit interview and investigation. Combined with the actual situation of enterprises, this paper puts forward several suggestions for improvement, and then evaluates the implementation effect of the improvement countermeasures, which is not only helpful to improve the turnover rate of Z enterprises. And to the whole new media enterprise knowledge staff turnover management also provides the reference and the reference.
【學位授予單位】：首都經(jīng)濟貿(mào)易大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：G206-F;F272.92

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本文編號：1423105