近年来，随着社会经济的发展，我国社会主要矛盾已经转化为人民日益增长 的美好生活需要和不平衡不充分的发展之间的矛盾。人民对于住房的要求已不再 仅仅满足于住得下，更多的开始关注是否住得好，因此家装行业得到了快速的发 展。本文以南昌三家家装企业为例，希望探索出不同发展阶段的家装企业留住员 工的有力措施。以达到促进南昌家装行业发展，帮助更多消费者了解家装企业， 以及为政府制定相关政策提供参考的目的。 本文通过问卷调查法，流失员工访谈等方式进行调研，分析三家规模不 同、发展阶段不同的南昌市家装企业的员工结构特点，并对三家企业的员工进 行了满意度调查。本文主要分为六个部分：第一部分介绍了研究的背景以及研 究的现状；第二部分阐述了相关的研究理论；第三部分介绍了三家企业员工结 构特点以及近三年内的员工流失现状；第四部分分析了南昌不同类型的家装企 业员工流失的原因；第五部分，提出了相应的解决措施。第六部分对全文进行 了总结，并对将来的研究做出展望。 通过调研分析，家装企业的员工流失主要原因是薪酬、福利和培训无法满 足员工需求。本文分别针对大型家装企业，中型家装企业以及小微型家装企业 提出了相应的解决措施。大型家装企业在完善薪酬制度，注重内部公平的同 时，完善福利制度，给员工更多选择福利的空间，并提高企业管理者培训意 识，满足员工培训需求的同时，增加非正式的培训。中型家装企业，建议建立 企业绩效制度，使员工薪酬更合理，更公平。该类型企业可以列出企业能提供 的福利，由员工决定福利的项目，同时可根据岗位不同，提供相应的福利，还 利用增加团购商业保险等形式，为员工增加福利，该类企业还可以采取培养内 部培训师的方试。针对小微家装企业，笔者建议该类型企业对行业薪酬进行调 查，并公布调查结果，根据结果调整管理者与普通员工的薪酬，同时，可以采 取薪酬认股制度，增强员工的主人翁意识。关于福利的建议主要是可以根据员 工的实际情况，给予个性化的福利，同时可以通过组织活动增加员工的福利。 该类型企业员工对培训的福利需求最低，但为了企业的长远发展，笔者建议要 在能力范围内增加员工的培训机会，比如开展职业技能竞赛、房屋设计大赛、 知识竞答等活动，给员工提供相互学习的机会。 关键词：满意度；家装行业；员工流失； 工商管理硕士学位专业论文 II Abstract In recent years, with the development of social economy, the main social contradictions in our country have been transformed into the contradiction between the people's growing needs for a better life and the unbalanced and inadequate development.People's demand for housing is no longer just satisfied with living down, more attention began to live well, so the home decoration industry has been rapid development.In this paper, Nanchang three home decoration enterprises as an example, I hope to explore different stages of development of home decoration enterprises to retain staff effective measures. In order to promote the development of Nanchang home decoration industry, to help more consumers understand the home decoration enterprises, and to provide reference for the government to formulate relevant policies. This paper investigates the employee structure of three Nanchang home decoration enterprises with different scales and development stages by questionnaire survey and employee turnover interview, and investigates the employee satisfaction of the three enterprises.This article mainly divides into six parts: The first part introduces the research background and the research present situation; The second part elaborates the related research theory; The third part introduces the staff structure characteristics of three enterprises and the staff turnover situation in recent three years; The fourth part analyzes the staff turnover of different types of furniture enterprises in Nanchang. The fifth part puts forward the corresponding solutions. The sixth part summarizes the full text and forecasts the future research. Through research and analysis, the main reason of staff turnover in home decoration enterprises is that salary, welfare and training can not meet the needs of employees.This paper puts forward the corresponding solutions for large-scale home decoration enterprises, medium-scale home decoration enterprises and small-scale home decoration enterprises.Large-scale household decoration enterprises should improve the salary system, pay attention to internal fairness, improve the welfare system, give employees more space to choose welfare, and improve the awareness of enterprise managers training to meet the training needs of employees, at the same time, 基于满意度理论的南昌家装行业员工流失问题研究——以南昌市三家企业为例 III increase informal training.Medium sized home decoration enterprises, it is recommended to establish an enterprise performance system, so that employees pay more reasonable and more equitable. This type of enterprise can list the benefits provided by the enterprise, which are decided by the employees. At the same time, it can provide the corresponding benefits according to the different positions. It can also increase the benefits for the employees by increasing group-buying commercial insurance and other forms. This kind of enterprise can adopt the way of training internal trainers to improve the employee's satisfaction with the training.In view of small-scale home decoration enterprises, the author suggests that this type of enterprises conduct an investigation on the industry salary, and publish the survey results, adjust the salary of managers and ordinary employees according to the results, at the same time, pay subscription system can be adopted to enhance the sense of ownership of employees. Suggestions on welfare are mainly based on the actual situation of employees, giving personalized benefits, while organizing activities to increase the welfare of employees. This type of enterprise employees have the lowest welfare needs for training, but in order to the long-term development of the enterprise, I want to increase staff training opportunities within the scope of ability, such as vocational skills competition, housing design competition, knowledge competition and other activities to provide employees with opportunities to learn from each other. Key words: Satisfaction; Decoration industry; Employee turnover; 工商管理硕士学位专业论文 IV 目录 摘要..............................................................I Abstract.....................................................................................................................................II 目 录..........................................................................................................................................IV 1 绪论............................................................................................................................................1 1.1 研究的背景和意义...........................................1 1.1.1 研究的背景.............................................1 1.1.2 研究的意义.............................................1 1.2可能的创新...................................................2 1.3国内外研究现状...............................................2 1.3.1国内研究现状...........................................2 1.3.2国外研究现状...........................................3 1.3.3简短的评述.............................................3 2 理论基础...................................................................................................................................4 2.1员工流动的概念...............................................4 2.2 员工流失的概念..............................................4 2.3满意度相关理论...............................................4 2.3.1 公平理论...............................................4 2.3.2 期望理论...............................................6 3 南昌市家装企业员工结构特点及流失现状....................................................................8 3.1 家装企业简介................................................8 3.1.1 XX装饰集团公司........................................8 工商管理硕士学位专业论文 V 3.1.2 XX装饰公司............................................8 3.1.3 某装饰公司.............................................8 3.2南昌市家装企业员工结构及其特点分析...........................8 3.3南昌市家装企业员工流失现状..................................11 3.3.1 员工流失岗位分析........