I 摘要 在当今的知识经济时代，国有科研生产企业的市场竟争，将从过去的以生产为核心 的竞争转向当下乃至未来的以科学技术为导向的竞争，这不仅是技术的竞争，也是人才 的竟争。拥有充足、完备、稳定的科技人员队伍是国有科研生产企业发展的决定因素。 如果国有科研生产企业能够拥有高素质的人力资源和科技人员队伍，就能够把握住科研 生产发展的主动权，从而在市场竞争中占据绝对优势。留住人才、充分用好人才、激励 人才不仅是人力资源管理学科的重要研究课题之一，更是国有科研生产企业人力资源管 理工作的首要任务和目标，它对科技人员流失问题及其对策研究具有重要的意义。 本文以 XAHF 公司为研究背景，以其科技人员流动现状为研究对象，通过对员工流 失理论、激励理论的学习和探索，在对该公司的现状分析基础上，对造成科技人员流失 现象的问题进行深入分析和探讨，提出科技人员流失为公司带来的损失，并依据满意度 调查及结果分析，找出导致流失的具体原因。有针对性地提出解决该公司科技人员流失 问题的对策和建议，包括了绩效考核、薪酬管理、职业生涯规划、培训教育等全方位的 对策和建议。希望本文能为 XAHF 公司及其它同类国有科研生产的人力资源管理工作提 供一定的参考和借鉴作用。 关键词，国有企业，科技人员，人才流失，对策和建议西北大学硕士学位论文 II ABSTRACT In current era of knowledge-based economy, the competition in the market of state-owned scientific research and production enterprises will shift from production-oriented competition in the past to science and technology-oriented competition in the present and even the future. This is not only a competition in science and technology, but also a competition in talents. Having sufficient, complete and stable scientific and technological personnel is the determinant for the development of state-owned scientific research and production enterprises. If the state-owned scientific research and production enterprises can have high-quality human resources and scientific and technological personnel, they can grasp the initiative in the development of scientific research and production, thus taking an absolute advantage in the market competition. How to retain talents, make full use of talents and motivate talents is not only one of the important research topics in human resources management, but also the primary task and goal of human resources management in state-owned scientific research and production enterprises. It is of great significance to the research on the problem of loss of scientific and technological personnel and its countermeasures. This paper takes Company X as the research background and its current situation of scientific and technological personnel turnover as the research object. Through the study and exploration of employee turnover theory and incentive theory, this paper systematically analyzes the basic situation of the human resources of the company and the current situation of the loss of scientific and technological personnel, studies the problem of the loss of scientific and technological personnel, analyzes the specific reasons for it and finds out the deficiencies of the human resources management of the company. Through the investigation of the satisfaction degree of scientific and technological talents and the statistical analysis of the results, and using the relevant models such as employee turnover theory and incentive theory, this paper analyzes the reasons for the current situation of turnover and the possible negative impact on the company. In view of the specific reasons for the loss of scientific and technological personnel, this paper puts forward the countermeasures and suggestions to solve this problem in the company, including all-round countermeasures and suggestions such as performance appraisal, salary management, career planning, training and education and so on. The author hopes this paper can provide some reference for the human resources managementABSTRACT III of Company X and other similar state-owned scientific research and production enterprise. Keywords: State-owned Enterprise, Scientific and Technical Personnel, Brain Drain, Countermeasure and Suggestion西北大学硕士学位论文 IV 目 录 摘要...................................................................................................................................I ABSTRACT ...................................................................................................................... II 目 录................................................................................................................................IV 第一章 导论......................................................................................................................1 1.1 研究背景及意义 ......................................................................................................1 1.1.1 研究背景 ...........................................................................................................1 1.1.2 研究意义 ...........................................................................................................1 1.2 研究思路及内容 ......................................................................................................2 1.2.1 研究思路 ...........................................................................................................2 1.2.2 研究内容 ...........................................................................................................2 1.3 研究方法 ..................................................................................................................3 1.4 创新点 ......................................................................................................................3 1.5 框架结构 ..................................................................................................................3 1.6 本章小结 ..................................................................................................................4 第二章 相关理论及文献综述..........................................................................................5 2.1 基本概念 ..................................................................................................................5 2.1.1 人才的定义 ......................................................................................................5 2.1.2 科技人员 ..........................................................................................................5 2.1.2 人才流失 ..........................................................................................................6 2.2 人才流动相关理论及研究成果 ..............................................................................7 2.2.1 普菜斯模型 ......................................................................................................7 2.2.2 勒温的场论 ......................................................................................................7 2.2.3 马奇和西蒙模型 ..............................................................................................8 2.2.4 扩展的莫布雷模型 ..........................................................................................9 2.3 激励相关理论 ........................................................................................................ 11 2.3.1 赫茨伯格双因理论 ........................................................................................ 11 2.3.2 公平理论 ........................................................................................................12目录 V 2.3.3 马斯洛需求层次理论 .....................................................................................13 2.3.4 期望理论 .........................................................................................................15 2.3.5 心理契约 ........................................................................................................15 2.4 研究文献综述 ........................................................................................................16 2.5 本章小结 ................................................................................................................17 第三章 XAHF 公司科技人员管理现状..............