摘 要
I
摘 要
众所周知，与国有企业、外资企业、事业单位的员工较为稳定地工作环境、
较高的社会美誉度等指标相比，部分民营企业确实存在人力资源管理水平偏低，
薪酬福利待遇不高，岗位晋升困难，员工职业发展规划模糊，企业难以做到长
久留人等问题，加之80后、90后群体自由择业、自主创业意识越来越强，导致
民营企业员工离职率长期以来居高不下。近些年来，由于新余市民营企业存在
员工薪酬缺乏外部竞争性、优质人力资源流失、科技综合竞争实力偏低、区位
因素劣势明显等问题，新余市民营企业的发展历经波折，在困难中曲折前进
本文以此为背景，采用文献研究方法、调查法、个案研究方法、观察法等方法
重点研究如下问题：首先、从三个视角归纳、总结、分析民营企业员工离职问
题，该项内容的研究为本文后续研究提供了重要的借鉴意义与参考价值；其次，
基于需求层次理论、双因素理论、心理契约理论等分析民营企业员工离职问题，
为本文后续研究奠定扎实的理论基础；再次，以新余YW公司为例，通过问卷
调查、访谈调查、座谈法等方法，重点进行了YW公司员工离职构成分析、典
型案例分析以及成因、结果分析等；最后分析降低新余YW公司员工离职行为
的对策与保障措施。本文的创新点主要有：选题的创新，新余YW公司作为新
余市民营企业曾经的一面旗帜，从创立到陷入困境前后历时10年之久，而目前
针对该公司的专题研究尚属空白，研究具有一定的创新性与实用性；研究内容
的创新，本文在查阅大量文献资料的基础上，构建自身的理论框架，通过问卷
调查、车间访谈调查、与老板员工面谈等多种方法获取第一手的数据资料，进
而分析、探索新余市民营企业人力资源管理的新路径。本文研究为新余市其它
民营企业如何采取有效措施降低本企业员工的离职率提供了一个较好的思路
基于此，本文的研究具有一定的理论价值与实践意义
关键词：薪酬福利待遇；岗位晋升；员工离职；民营企业；对策分析
Abstract
II
Abstract
As everyone knows, the social reputation index compared with state-owned
enterprises, foreign-funded enterprises and institutions of the staff work more stable
environment, the existence of some private enterprise human resources management
level is lower, salary is not high, difficult job promotion, employee occupation
development plan fuzzy, enterprise difficult problems such as long stay,In addition,
the post-80s and post-90s groups have become more and more conscious of free
employment and self employment, resulting in the high turnover rate of private
enterprise employees. In recent years, due to the existence of private enterprises in
Xinyu City, the lack of salary external competitiveness, human resources, science and
technology of low pressure, the comprehensive competitive strength of the obvious
disadvantages of location factors and other issues, the development of private
enterprises in Xinyu City, the twists and turns, in the twists and turns.This article
focuses on using the method of literature research, survey method, case study method,
observation method and other methods are as follows: firstly, the problem from three
perspectives of employees of private enterprises in our country, summarizes the
turnover problem, the study provides an important reference and the reference value
for the follow-up research; secondly, demand level theory, double factor theory and
psychological contract theory to analyze the problem of employee turnover based on
private enterprises, to lay a solid theoretical foundation for the follow-up study;Again,
to Xinyu YW company as an example, through the questionnaire and interview
method, focus on employee turnover structure analysis, typical case analysis and
cause analysis; finally analyzes the countermeasures to reduce the behavior of Xinyu
YW company employee turnover. The main innovation points of this paper are: the
topic of innovation, Xinyu YW company as a private enterprise in Xinyu had a banner,
from the creation to decline after 10 years, and the current research for the company
is still blank, the research has some innovative and practical;The innovation of the
research contents, this paper on the basis of literature, the theory framework of its
own, obtain first-hand information through questionnaires, interviews, workshops and
Abstract
III
employee lounge seminars and other methods, and then analysis and explore a new
path of human resource management of private enterprises in Xinyu city. This paper
provides a good way for Xinyu private enterprises to take effective measures to
reduce the turnover rate of employees in this enterprise. Based on this, the research of
this paper has certain theoretical value and practical significance.
Key words: Salary and welfare treatment; post promotion; employee turnover;
private enterprises; countermeasure analysis。。。。。。