随着我国对外开放程度的不断加深，我国经济发展逐渐进入新常态，各行业 呈现出稳步发展的态势，金融业在我国国民经济发展过程中所发挥的作用不断强 化。近些年来，随着科技的不断进步，互联网金融呈现出高速发展的态势，整个 金融市场改革的步伐也在不断加剧，加之外资银行及股份制银行等的不断发展， 使得我国商业银行面临的市场竞争不断加剧。而在知识经济时代，人才成为商业 银行取得竞争力的关键影响因素。当前各商业银行及金融机构都通过制定和实施 相应的人力资源管理措施以开展对人才的争夺。但是，国有商业银行由于在人力 资源管理体制方面存在诸多的弊病，难以及时应对市场变化，使得银行业人才出 现大量的流失，进而产生了极大的成本，对国有商业银行的发展造成了巨大的影 响，因此使其竞争优势也在不断减弱。 本文主要采用文献研究法、访谈法、调查问卷法等对建设银行内蒙古分行营 业部人才流失问题进行分析和研究，在对国内外学者研究文献及相关概念和理论 进行分析的基础上，从年龄、工作年限、岗位、学历等方面出发对流失人才的具 体结构进行全面详细的分析，进而通过访谈法和问卷调查法对流失人才的具体原 因进行调查和分析，将人才流失的具体原因分为个人、银行内部、外部三个层面， 并对其进行全面详细的分析。同时，根据目前人才流失的具体原因，本文还通过 搜集大量的文献对国内外银行在稳定人才方面的经验进行了详细介绍，以便于为 建设银行内蒙古分行营业部稳定人才提供有效的借鉴。最后，本文结合本银行实 际情况，从个人层面提出在工作中积极调整自身心态、积极参加银行组织的各类 活动、加强个人与组织内部沟通、努力学习不断提升自身素养的策略；从银行内 部层面提出完善绩效管理制度、建立科学的晋升激励机制、加强内部管理制度建 设、建立优秀的企业文化的策略；从外部层面提出建立员工信息定期评估制度、 大力培养科技型人才和综合性人才的策略。因此本文的研究具有一定的意义。 关键词，建设银行；人才结构；人才流失内蒙古工业大学硕士学位论文 II ABSTRACT With the deepening of China's opening to the outside world, China's economic development has gradually entered the new normal, the various industries show a steady development situation, the financial industry in the process of national economic development plays an increasingly important role. In recent years, with the continuous progress of science and technology, Internet finance has shown a rapid development trend, the pace of the reform of the entire financial market has also been intensified, coupled with the continuous development of foreign banks and joint-stock banks, etc. The market competition that our country commercial bank faces is aggravation ceaselessly. In the era of knowledge economy, talents have become the key influencing factors for commercial banks to gain competitiveness. Commercial bank survival and development of an important guarantee. At present, all commercial banks and financial institutions develop and implement corresponding human resource management measures in order to compete for talents. However, due to many shortcomings in the human resource management system, state-owned commercial banks are unable to cope with the market changes in time, resulting in a large loss of banking talents, which has resulted in a great deal of cost. It has a great influence on the development of state-owned commercial banks, so its competitive advantage is weakening. This paper mainly uses the methods of literature research, interviews and questionnaires to analyze and study the brain drain of Inner Mongolia Branch of China Construction Bank. On the basis of the analysis of domestic and foreign scholars'research literature and related concepts and theories, this paper makes a comprehensive and detailed analysis of the specific structure of brain drain from the aspects of age, working years, posts and academic qualifications. Then through interviews and questionnaires to investigate and analyze the specific causes of brain drain, the specific causes of brain drain are divided into three levels: individual, internal and external banks, and a comprehensive and detailed analysis of them. At the内蒙古工业大学硕士学位论文 III same time, according to the specific reasons of brain drain, this paper also introduces the experience of domestic and foreign banks in stabilizing talents in detail by collecting a large number of documents, in order to provide effective reference for the stabilizing talents of Inner Mongolia Branch of Construction Bank. Finally, this paper puts forward the strategies of actively adjusting one's own mentality, actively participating in various activities of bank organizations, strengthening communication between individuals and organizations, striving to learn and constantly improving one's own literacy, and perfecting performance management system, establishing a scientific promotion incentive mechanism and strengthening the construction of internal management system from the internal level of banks. Establish and establish excellent corporate culture strategy; put forward from the external level to establish a periodic evaluation system of employee information, vigorously cultivate scientific and technological talents and comprehensive talents strategy. Therefore, this study has a certain significance. Keywords:China Construction Bank; Talent structure;The brain drain内蒙古工业大学硕士学位论文 IV 目 录 摘要................................................................I ABSTRACT...........................................................II 目 录..............................................................IV 第一章 绪论.........................................................1 1.1 研究背景与意义 ..............................................1 1.1.1 研究背景 ................................................1 1.1.2 研究意义 ................................................2 1.2 国内外研究现状 ..............................................2 1.2.1 国外研究现状 ............................................2 1.2.2 国内研究现状 ............................................4 1.3 研究内容和方法...............................................6 1.3.1 研究内容 ................................................6 1.3.2 研究方法 ................................................7 第二章 基本概念及相关理论...........................................8 2.1 基本概念 ....................................................8 2.1.1 银行业人才 ..............................................8 2.1.2 人才流失相关概念 ........................................8 2.2 相关理论.....................................................9 2.2.1 莫布雷中介模型 ..........................................9 2.2.2 普莱斯-穆勒模型 ......................................10 2.2.3 马斯洛需求层次理论 .....................................11 2.2.4 马奇西蒙模型 ...........................................11 第三章 建设银行内蒙古分行营业部人才流失现状分析....................13 3.1 机构设置及人才构成 .........................................13 3.2 人才流失的概况..............................................14 3.2.1 流失人才的总体趋势 ......................................14 3.2.2 流失人才的结构 .........................................15 3.2.3 流失人才的工作年限 .....................................17 3.2.4 流失人才的年龄 .........................................18 3.3 部分离职员工访谈............................................18 3.3.1 访谈提纲设计与访谈目的 .................................18 3.3.2 访谈统计结果 ...........................................19 3.4 人才流失原因调查............................................19 3.5 调查结果数据统计与分析......................................21 3.5.1 信度分析 ................................................22 3.5.2 效度分析 ................................................23 3.5.3 方差分析 ................................................26 3.5.4 相关性分析 ..............................................30 3.6 在职人员的离职倾向调查......................................30 第四章 人才流失原因分析............................................32 4.1 个人原因....................................................33内蒙古工业大学硕士学位论文 V 4.1.1 发展受限制 ..............................................33 4.1.2 环境不适应 .............................................34 4.1.3 职业倦怠 .................