【摘要】：本論文以D公司員工作為研究對(duì)象，分析D公司員工的特點(diǎn)，總結(jié)歸納出高離職率的影響因素及離職率與其影響因素間的相關(guān)關(guān)系，并有針對(duì)性地提出解決高離職率問題的改進(jìn)策略，以期為類似D公司這種制造企業(yè)改善和提升人力資源管理水平、有效控制員工高離職率問題提供有益參考。 第一，以D公司作為研究對(duì)象，通過參閱大量國(guó)內(nèi)外相關(guān)的文獻(xiàn)資料，整理歸納出高離職率的影響因素，設(shè)計(jì)出適合D公司類企業(yè)員工高離職率的影響因素的調(diào)查問卷量表，借助實(shí)證分析和統(tǒng)計(jì)工具對(duì)問卷量表進(jìn)行分析。 第二，通過實(shí)證研究，了解D公司員工高離職率現(xiàn)狀，并進(jìn)一步揭示出影響D公司高離職率的原因，調(diào)查顯示：有很多因素對(duì)員工高離職率產(chǎn)生影響，使用統(tǒng)計(jì)手段，找出部分原因即因子對(duì)高離職率的顯著性影響，剩余因子與高離職率之間存在一定相關(guān)作用。 第三，有了高離職率的主要和次要影響因素，以及調(diào)查問卷表建立的樣本該模型揭示出各因素是如何影響高離職率的以及影響程度如何，它對(duì)D企業(yè)的人力資源管理提供有力的理論支持。 第四，這樣可以有的放矢的對(duì)D公司員工管理工作提供合理化建議，提出了應(yīng)對(duì)D公司離職率的有效策略。并為其他類似D公司制造業(yè)制定科學(xué)合理的人力資源管理策略，，有效改進(jìn)企業(yè)管理水平，降低企業(yè)員工的離職率給出了一套合理的分析辦法和理論依據(jù)。
[Abstract]:This paper takes D company employees as the research object, analyzes the characteristics of D company employees, sums up the influential factors of high turnover rate and the correlation between the turnover rate and its influencing factors. And put forward the improvement strategy to solve the problem of high turnover rate in order to provide a useful reference for the manufacturing enterprises such as D Company to improve and promote the level of human resources management and effectively control the problem of high turnover rate of employees. Firstly, taking D Company as the research object, by referring to a large number of relevant domestic and foreign documents, this paper sorts out the influencing factors of the high turnover rate, and designs a questionnaire of the influencing factors suitable for the high turnover rate of the employees in the D company enterprises. With the help of empirical analysis and statistical tools to analyze the questionnaire. Secondly, through the empirical study, we can understand the current situation of high turnover rate of employees in D Company, and further reveal the reasons that affect the high turnover rate of D Company. The investigation shows that there are many factors affecting the high turnover rate of employees, and using statistical means. The significant effect of the factors on the high separation rate was found out, and there was a certain correlation between the residual factor and the high turnover rate. Third, with the primary and secondary influencing factors of high separation rates, and the sample set up in the questionnaire, the model reveals how and to what extent the factors affect the high turnover rate. It provides strong theoretical support for human resource management of D enterprise. Fourthly, it can provide reasonable suggestions to the staff management of D company, and put forward the effective strategy to deal with the turnover rate of D company. At the same time, a set of reasonable analysis methods and theoretical basis are given for making scientific and reasonable human resource management strategy for other manufacturing industry similar to D company, effectively improving enterprise management level and reducing the turnover rate of enterprise employees.
【學(xué)位授予單位】：蘇州大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F416.63

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