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  本文關(guān)鍵詞： 知識型企業(yè) 技能型人才 離職傾向 對策　出處：《合肥工業(yè)大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：本文以知識型企業(yè)技能型人才為研究對象,結(jié)合知識型企業(yè)技能型人才的特點(diǎn)考察不同離職要素對技能型人才離職的影響程度,并結(jié)合實(shí)證研究結(jié)果和實(shí)地調(diào)研情況提出適合知識型企業(yè)的留人建議。文章主要從理論研究、實(shí)證分析、對策研究和結(jié)論展望四大模塊展開。理論部分主要研究知識型企業(yè)和技能型人才的概念及特征,技能型人才流失對知識型企業(yè)的影響和相關(guān)文獻(xiàn)綜述。經(jīng)過前期大量的實(shí)地調(diào)研和文獻(xiàn)查閱,本文將影響技能型人才離職的16個主要因素分成5個方面構(gòu)建影響技能型人才離職的理論模型并進(jìn)行實(shí)證研究。實(shí)證分析首先通過因子分析法將16個影響技能型人才離職的影響因素降維為四個因子變量,并將四個因子變量與技能型人才離職傾向變量做回歸分析,得出回歸方程。并進(jìn)一步驗證技能型人才離職傾向與源自企業(yè)的薪酬福利、個人價值實(shí)現(xiàn)、工作滿意度、企業(yè)文化和人才個人因素等方面因素的相關(guān)關(guān)系。使用SPSS19.0軟件進(jìn)行信度、效度、相關(guān)性以及多元回歸分析,探究知識型企業(yè)技能型人才離職傾向與五個方面的影響因素間的相關(guān)關(guān)系。根據(jù)離職傾向與各影響因素間的相關(guān)性系數(shù)等指標(biāo),判斷影響技能型人才離職的影響程度大小,最終得出個人因素對技能型人才離職的影響最大。并以實(shí)證分析為依據(jù),從人性化留人的角度出發(fā),以知識型企業(yè)的人員招聘、員工的日常管理與人員發(fā)展、員工離職傾向期、員工離職后為主線,分別提出制定好員工的職業(yè)發(fā)展規(guī)劃、構(gòu)建全面薪酬體系、引入寬帶薪酬體系、構(gòu)建合理有效的培訓(xùn)體系、加強(qiáng)企業(yè)文化建設(shè),設(shè)立適當(dāng)?shù)呢?zé)任追究機(jī)制等合理化建議,以便知識型企業(yè)更好的留住人才。
[Abstract]:This paper takes the skilled talents of knowledge enterprises as the research object, combining the characteristics of the skilled talents in the knowledge enterprises, to investigate the influence of different factors on the turnover of skilled talents. Combined with the results of empirical research and field research, this paper puts forward some suggestions for knowledge-based enterprises to retain people. The article mainly from the theoretical research, empirical analysis, The theory part mainly studies the concept and characteristics of knowledge enterprises and skilled talents. The impact of the loss of skilled talents on the knowledge Enterprises and the Review of related documents. After a lot of field research and literature review in the early stage, In this paper, the 16 main factors that affect the turnover of skilled talents are divided into five aspects to construct the theoretical model which affects the turnover of skilled talents and to carry out empirical research. Firstly, the 16 factors affecting the turnover of skilled talents are analyzed by factor analysis. The influencing factors of talent turnover are reduced to four factor variables. The regression equation was obtained by regression analysis between the four factor variables and the turnover intention variables of skilled talents, and further verified that the turnover intention of skilled talents and salary benefits, personal value realization, job satisfaction, and so on. Using SPSS19.0 software to analyze reliability, validity, correlation and multiple regression analysis. This paper probes into the correlation between the turnover intention of skilled talents in knowledge enterprises and the influencing factors in five aspects. According to the correlation coefficient between the turnover intention and the influencing factors, the degree of influence on the turnover of skilled talents is judged. Finally, it comes to the conclusion that personal factors have the greatest influence on the turnover of skilled talents. Based on the empirical analysis, and from the perspective of humanized retention, the period of employee recruitment, staff daily management and staff development, and employee turnover intention are taken into account in knowledge-based enterprises. As the main line, the author proposes to make a good career development plan, construct a comprehensive salary system, introduce a broadband salary system, construct a reasonable and effective training system, and strengthen the construction of corporate culture. Set up appropriate accountability mechanism and other rationalization suggestions, so that knowledge-based enterprises better retain talent.
【學(xué)位授予單位】：合肥工業(yè)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92

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