本文選題：人才　切入點(diǎn)：人才流失　出處：《北京化工大學(xué)》2015年碩士論文

【摘要】：我國煤炭企業(yè)人才戰(zhàn)略的制定和實(shí)施仍處于起步階段,人才流失的現(xiàn)象時(shí)常發(fā)生,因此預(yù)防人才流失已成為YK公司各級(jí)各部門工作的重點(diǎn)。本文中人才是指YK公司中那些品德優(yōu)秀、擁有大中專學(xué)歷及以上的或者擁有某種專業(yè)技術(shù)職稱、并且能為公司的發(fā)展作出貢獻(xiàn)的人員。所以,本文中的人才流失特指YK公司中的人才選擇終止與公司之間的雇傭關(guān)系。本文借鑒了多位國內(nèi)學(xué)者對Price-Mueller(2000)模型的改進(jìn),重新組合成了本文所用的離職模型,并依照前人制定的人員工作滿意度調(diào)查量表設(shè)計(jì)出調(diào)研問卷。對YK公司內(nèi)的員工進(jìn)行問卷調(diào)研,使用SPSS20.0對收回的有效數(shù)據(jù)做統(tǒng)計(jì)分析。首先,采用主成分分析的方法,確定模型中的哪幾個(gè)變量可以代表所有的變量因素來解釋所要研究的問題；其次,通過單因素方差分析的方法,來確認(rèn)是否會(huì)由于被調(diào)研對象的自身情況的不同而使其在過程變量上有不同的表現(xiàn)；最后,采用相關(guān)分析,來辨別本文所涉及的各變量是否與員工萌生離職想法之間有一定的相關(guān)的關(guān)系。得出如下結(jié)論：從20個(gè)變量中取出工作滿意度等8個(gè)變量便可以達(dá)到解釋本文中人才流失的效果；離職意圖等4個(gè)過程變量會(huì)因?yàn)閱T工的性別等自身狀況的差異而有不同表現(xiàn)；確定了與離職意圖相關(guān)、不相關(guān)以及明顯相關(guān)的變量,并對相關(guān)程度的強(qiáng)弱進(jìn)行了排序,依次為工作尋找行為等。
[Abstract]:The formulation and implementation of the talent strategy for coal enterprises in China is still in its infancy, and the phenomenon of brain drain often occurs. Therefore, the prevention of brain drain has become the focus of the work of YK Company at all levels. And who can contribute to the development of the company. Therefore, the brain drain in this paper refers specifically to the termination of the employment relationship between YK and the company. This paper draws on the improvement of Price-Mueller2000 model made by many domestic scholars. This paper recombines into the turnover model used in this paper, and designs a questionnaire according to the survey scale of employee job satisfaction developed by predecessors, and carries out a questionnaire survey on the employees of YK Company. SPSS20.0 is used to do statistical analysis of the valid data recovered. Firstly, the principal component analysis method is used to determine which variables in the model can represent all the variable factors to explain the problem to be studied. The method of single factor variance analysis is used to confirm whether the subjects will behave differently in the process variables because of their own situation. Finally, the correlation analysis is used. To determine whether there is a certain correlation between the variables involved in this paper and the employee's intention to leave. The following conclusion is drawn: 8 variables, such as job satisfaction, can be taken out of 20 variables and can be explained in this paper. The effect of brain drain; The four process variables, such as intention to quit, will have different performance because of the difference of employee's gender and their own situation. The variables related to turnover intention, not relevant and obvious correlation are determined, and the degree of correlation is ranked. Look for behavior for work in turn.
【學(xué)位授予單位】：北京化工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F272.92;F426.21

【參考文獻(xiàn)】

相關(guān)期刊論文 前1條

1 奚玉芹;戴昌鈞;楊慧輝;;人—組織價(jià)值觀匹配、工作滿意和離職傾向[J];南京師大學(xué)報(bào)(社會(huì)科學(xué)版);2014年01期

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本文編號(hào)：1666941