汇编出版，采用影印、缩印或者其它方式合理复 制学位论文。 本学位论文属于（请勾选） （ ）1.经华东师范大学相关部门审查核定的“内部”或“涉密”学位论文*，于 年 月 日解密，解密后适用上述授权。 （ √ ）2.不保密，适用上述授权。 导师签名 作者签名 日期：2020 年 5 月 23 日 * “涉密”学位论文应是已经华东师范大学学位评定委员会办公室或保密委员会审 定过的学位论文（需附获批的《华东师范大学研究生申请学位论文“涉密”审批表》 方为有效），未经上述部门审定的学位论文均为公开学位论文。此声明栏不填写的， 默认为公开学位论文，均适用上述授权）。董姗姗硕士学位论文答辩委员会成员名单 姓名 职称 单位 备注 岳华 教授 华东师范大学经济与 管理学部 主席 孙丽 副教授 华东师范大学经济与 管理学部 韩汉君 研究员 上海社会科学院经济 研究所I 摘要 由于包装行业的销售规模呈直线式增长和工艺流程的升级，研发部门的知识型员 工成为行业的核心竞争力，同时，随着新世代员工进入，企业管理需要变革和创新如何 管理研发部门的新世代员工成为重要的课题。本文以包装制造行业企业研发部门新世代 员工为研究对象，研究新世代员工流失的原因及对策，期望为其他同类型的公司提供借 鉴。 针对这一问题，本论文以 A 公司为案例，结合相关的文献研究，采用调查问卷以 及访谈的方式，对 A 公司的新世代研发员工流失进行调研，从管理方式，企业文化， 薪酬福利以及个人因素四个方面，对 A 公司研发部门在职员工进行离职影响因素调查， 根据人口统计变量和影响因素的维度进行比对差异。同时针对离职的研发员工和高管进 行访谈，了解新世代研发员工离职问题背后的原因。 调查发现：企业存在控制式管理导致员工和管理者缺乏沟通；企业管理继任计划 缺乏，新世代研发员工晋升机会少；企业缺乏有针对性地激励体系，人性化管理缺位等 诸多问题导致员工离职。 针对以上流失问题，结合前述研究本文最后提出相应的解决方案：建立企业教练 制度，增加员工知识技能，提升对目标岗位的胜任力，同时增加员工和管理者的沟通渠 道；丰富员工培训内容，提升新员工入职的适应度；建立双轨制职业发展通道，增加研 发员工的职业成就感；发展公平竞争的公司文化，增加新世代员工的归属感。 关键词：包装行业；新世代研发员工；员工流失II Abstract As the sales scale of the packaging industry increases linearly and the process flow is upgraded, the knowledge workers in the R&D department become the core competitiveness of the industry. Meanwhile, with the entering of the new generation employees, the enterprise management needs to change and innovate how to manage them. And this becomes an important issue. This paper takes the new-generation employees in the R&D department of the packaging manufacturing industry as the research object, and studies the reasons and countermeasures for their loss, hoping to provide references for other companies. In order to solve this problem, based on the relevant literature research, this paper further adopt the way of questionnaire and interview to investigate the new generation staff’s turnover in R&D department under the background of A company. We utilize style of management, corporate culture, compensation and welfare and individual factors to investigate the new generation employees’ leaving factors based on the comparison between demographic variable dimension and influencing factors. Meanwhile, interviews are conducted with the departing R&D staff and senior executives to find out the reasons behind the turnover problem. The survey found that lack of communication between employees and managers due to controlled management, lack succession plan for enterprise management and few promotion opportunities a Scientific incentive system and lack of humanized management and many other problems lead to employee turnover. In view of the above loss problems, combined with the above research, this paper finally proposes the corresponding solution: establish the enterprise coach system to increase employees’ knowledge and skills; improve the competency of the target position to increase the communication channels between employees and managers; enrich the staff training content in order to improve the new staff adaptability; establish a dual-track career development channel to increase the career achievement of R&D staff; develop a culture of fair play to increase the sense of belonging of the new generation. KEYWORD: packaging industry; new generation staff in R&D department; employee turnoverIII 目 录 第 1 章 绪 论.............................................................................................................................1 1.1 研究背景和研究意义..................................................................................................1 1.1.1 研究背景...........................................................................................................1 1.1.2 研究目的及意义...............................................................................................2 1.2 研究内容与研究方法..................................................................................................3 1.2.1 研究内容...........................................................................................................3 1.2.2 研究方法...........................................................................................................5 1.2.3 研究局限...........................................................................................................5 第 2 章 理论与文献综述...........................................................................................................6 2.1 员工流失的相关理论..................................................................................................6 2.1.1 胜任力理论.......................................................................................................6 2.1.2 全面薪酬理论...................................................................................................6 2.1.3 双因素理论.......................................................................................................6 2.2 新世代员工的研究......................................................................................................7 2.2.1 新世代员工的特征...........................................................................................7 2.2.2 新世代员工的管理策略...................................................................................9 2.3 企业研发员工流失研究现状....................................................................................10 2.3.1 企业研发员工的特征.....................................................................................10 2.3.2 企业研发员工流失问题的影响因素.............................................................11 2.3.3 企业研发员工流失问题的相关对策.............................................................13 第 3 章 A 公司新世代研发员工流失问题现状......................................................................15 3.1 A 公司的发展现状.....................................................................................................15 3.1.1 行业背景.........................................................................................................15 3.1.2 A 公司的发展..................................................................................................16 3.2 A 公司研发部门人力资源与管理现状.....................................................................17 3.2.1 A 公司研发部门员工组织架构......................................................................17 3.2.2 A 公司研发部门人力资源组成特征..............................................................18 3.2.3 A 公司研发人员薪酬管理现状......................................................................20 3.3 A 公司新世代研发员工流失问题现状.....................................................................21 3.3.1 A 公司新世代研发员工流失现状..................................................................21 3.3.2 新世代员工流失对 A 公司的影响.................................................................24 第 4 章 A 公司研发部门员工流失原因研究..........................................................................27 4.1 研发部门在职员工调查问卷....................................................................................27 4.1.1 调查问卷的设计..................................