员工“跳槽”现象分析研究
内 容 摘 要
很多企业都存在着，留不住人才和某些职位紧缺人才的问题，因为每个员工都会产生或多或少的“跳槽”倾向，企业面临的众多问题中核心的问题就是人才流失问题。这种局面很不利于企业竞争力的发展。面对员工“跳槽”，企业应该保持什么样的态度，这些都是企业在生存和发展中需要思考的问题。通过分析，我们可以知道，“跳槽”行为是由于“跳槽”倾向导致的，通过对员工的日常观察，如果发现了这种“跳槽”倾向，那么该员工的“跳槽”行为就会发生在不久的将来。本文通过综合的分析，针对于的“跳槽”原因进行研究，发现了影响“跳槽”倾向的几个原因，这几个原因就包括了员工的个人原因，和所在公司的原因，还有外部环境因素，希望给我国企业产生积极的借鉴意义。
[关键词]：人才储备；“跳槽”倾向；对策
目录
1.引言································4
2.员工“跳槽”倾向概述·······················4
3.企业员工“跳槽”现状调查·····················5
3.1调查问卷的设计·························5
3.2调查提纲的拟定·························6
3.3调查对象的确定·························7
3.4调查过程的实施·········································8
3.5调查结果的统计········································8
3.5.1问卷的信度分析······································8
3.5.2问卷的效度分析···········································8
3.5.3描述性统计分析·········································8
4.员工“跳槽”倾向的影响因素········································12
4.1企业因素··············································12
4.1.1福利待遇················································12
4.1.2工作环境········································13
4.1.3激励措施·································13
4.1.4发展前途················································14
4.2个人因素···················································14
4.2.1员工职位····································14
4.2.2人际关系因素························15
4.2.3工作压力··························15
4.3厌倦工作····································15
5.解决员工“跳槽”的对策以及预防措施···················16
5.1完善企业选人和用人制度····················16
5.2创新薪酬的分配模式········································16
5.3构建公平公正的企业内部环境···································16
5.4改善工作时间和工作环境········································17
5.5加强以人为本的企业文化的打造································17
5.6了解员工的想法·············································18
6.结语·················································18
7.文献
