员工离职倾向解决对策研究.docVIP

员工离职倾向解决对策研究 摘 要 离职倾向是指个体在一定时期内变换其工作的可能性（Alfonso Sousa-Poza,Fred Henneberger,2004）.员工离职研究是组织行为学中一个重要的研究领域，实际的离职行为要受到很多外在因素的影响，因此要比离职倾向更难预测。离职倾向通常被认为是预测员工离职行为最有效的指标,考察影响员工离职倾向的因素，能够很好地预测员工的离职行为。在对员工离职倾向的影响因素进行研究分析后，得出影响员工离职倾向主要有三大因素：个人因素，组织与工作相关因素，环境因素。 关键词：离职倾向 工作满意度 影响因素 Abstract The inclination leaving office is that the finger is particular shift whose job possibilitywithinacertainperi（Alfonso Sousa-Poza,Fred Henneberger,2004）.That the employee leaves office studying is that Organizational Behavior is hit by a important research field,Actual effect that the behavior leaving office asks to accept many external factors,Be more difficult to forecast than the inclination leaving office therefore.Leaves job the tendency usually to consider that is forecast the staff leaves job the behavior most effective target,The inspection affects the staff to leave job the tendency factor,Can forecast well the staff leaves job the behavior.In leaves job the tendency influencing factor after the staff to carry on the research analysis,Obtains affects the staff to leave job the tendency mainly to have three big factors:Individual factor, organization and work correlation factor, environmental factor. Keyword: Turnover Intention Job satisfaction Factors 目 录 引言···················································4 1 研究离职倾向的实际意义······························5 1.1 离职倾向····················································5 1.2 深入研究各领域的离职动态····································5 2 影响员工离职倾向的原因分析··························5 2.1 个人因素····················································5 2.1.1其它因素···················································5 2.2 婚姻、学历等因素的影响研究··································6 3 组织与工作相关因素·································6 3.1 组织的管理··················································6 3.1.1公平性对员工的离职倾向影响································6 3.1.2人际关系对员工产生离职倾向的影响··························7 3.1.3影响小结··················································7 4 信息交流的离职因素·····