摘要

员工的自愿离职直接影响到企业人才的稳定性。如果一个企业的离职率过高,优

秀人才不断流失,企业将受到巨大损失。员工离职行为的发生产生于离职意愿,而离

职意愿与个体特征、组织环境、社会环境有着密切的关系。本研究以HJTZ公司为研

究对象,釆取问卷调查的形式,探讨影响离职意愿的因素问题。这样的研究结果有利

于企业采取相应的人力资源管理措施,更好地留住企业所需的人才。

研究的内容主要包括:该企业员工个体特征、组织因素、对宏观经济和劳动力市

场预测的现状;各因素和离职意愿之间的相关关系;影响员工离职意愿的因素。

本次实证研究共收集样本80人,数据分析使用spssl9.1软件进行处理,并得出

如下结论:该民营天然气企业员工对组织因素的整体满意度较低,员工有着较强的离

职意愿;女性员工比男性员工的离职意愿高;工作胜任力低的员工、目标完成度高的

员工离职意愿较强;组织因素、个体特征、宏观经济和劳动力市场因素对离职意愿有

影响;组织环境、薪酬预期、目标完成度、工作胜任度、性别、燃气行业发展预期对

员工离职意愿有显著的影响。该研究的最终目的在于为民营天然气企业管理者提高控

制流动因素的能力、降低离职率提供一些有价值的对策和建议。本文提出了如下措施:

近期人力资源管理措施,包括:加强招聘测试,开展职业生涯规划,丰富员工的文化

生活,加强员工技能培训,加强与员工之间的沟通等措施。长期人力资源管理措施,

包括:确立以人为本”的管理理念,给员工一个发展的空间和提升的平台,注重提高

各级管理者的管理水平,提供有竞争力的薪酬待遇,提高企业文化的凝聚力。

关键词:流动因素离职意愿民营天然气企业10220690232 范铁铮
民营天然气企业人才流动因素研究一以HJTZ公司为例

Abstract

Employees' freewill resignations directly affect companies' stability of talents. If a

company's turnover rate is too high, meaning it continuously loses talents, this company

will suffer a great loss. Employees quit jobs out of their own free wills and their own free

wills are closely related to their characteristics, organizational environments and social

environments. This research took HJTZ as an example and probed into the factors that give

rise to peoples' resignation through questionnaires. The research result will help enterprises

to take measures to do better human resource managements in order to keep talents.

Research contents include: employee characteristic,organizational factor,prediction

on macro-economy and labor market; how different factors affect employees' minds;

factors that give rise to employees' resignation.

In this research, I collected 80 samples and used spssl9.1 to analyze data. I drew the

following conclusions: employees of tiiis private gas enterprise were generally not satisfied

with their organization. They had strong willingness to quit jobs; Female employees are

more willing to leave office than male employees. Those less competent are more willing

to leave office than those better at realizing objectives; Organizational factor,characteristic,

macro-economy and labor market can influence employees' intention of leaving jobs;

Organizational environment, expectation on salary, degree of completion of objectives,

working ability, gender, predictions on the gas industry can have significant impacts on

employees' intention of leaving jobs.

The research aims to give suggestions and measures to private gas enterprises

managers on how to better control labile factors and reduce quit rate. Measures include:

short-term human resource management and long-term human resource management.

Short-term human resource management includes enhancing recruit tests, career planning,

enriching cultural life and enhancing employee training and inter-employee

communication. Long-term human resource management includes setting up the

management theory of people oriented,,,providing a platform for employees to grow and

make progress, attaching great importance to increasing managers' management level,

providing competitive salaries and improving enterprises5 cultural cohesion force.

Keywords: labile factors,employees' intention of leaving jobs, private gas enterprise

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