随着国内市场经济发展繁荣，医药市场深化改革，医药行业竞争也日趋激烈，反过 来也在不断推动着产业结构的优化升级，整体国内的医药行业发展呈现出全新业态，充 满了生机与活力。如何在当前激烈的市场竞争中宏观布局，整合内外资源，对内通过夯 实基础，发挥人力资源和技术资源优势，提升医药企业核心竞争力，实现可持续发展成 为每一家医药企业决策者和管理层需要考量的一个重要问题。探究公司的员工流失现状， 分析流失意向原因，针对这些原因，提出针对性的完善策略，以期能为A医药公司降低 员工流失率，提升人力资源管理水平，保障岗位权责明确，促进企业有效发展。 本文以A医药公司为研究对象，首先，探究该公司在2016年到2020年期间的药房 员工流失现状，经过研究发现该公司的药房员工在这一时期，无论是流失总量还是同比 流失率都呈直线上升趋势，尤其以专业性技术人才流失为甚。其次，调研员工流失的原 因，发现主要集中在对工作的满意度较低（工作压力大、薪酬福利不完善以及缺乏培训 发展机会等）、家庭原因（照顾老人、回老家发展等）、晋升途径不明确以及与同事之 间的人际关系影响等。整体来看，影响A医药公司药房员工流失率的因素主要可划分为 三个方面：第一，社会因素，属于外部因素，具体包括区域经济发展差异、医药服务向 着多元化发展以及顾客消费观念的变更等；第二，组织因素，属于内部因素，既包括前 述内容中的身体原因，也包括企业为员工制定的薪酬福利和晋升计划不明确等；第三， 自身因素，这一因素是指在药房的工作是否能实现自我价值实现的需求，如果不能实现， 那么便会引发离职。然后，针对这些员工流失因素，笔者结合前人研究理论和个人多年 从业经验，为A医药公司药房员工的流失提出建议：从社会因素来说，可以完善社会保 障相关制度、区域经济协调互动发展；从组织因素来说，可以从薪酬、培训、企业文化、 考核、流失档案等角度改善；从个体因素来说，可以从职业生涯规划、员工压力管理体 系、任用与培养体系等角度进行优化。希望通过本文的研究，为药房员工的人力资源管 理提供参考和借鉴。 关键词：满意度；药房员工；员工流失 IV Abstract With the development of the domestic market economy and the deepening reform of the pharmaceutical market, competition in the pharmaceutical industry has become increasingly fierce. In turn, it has continuously promoted the optimization and upgrading of the industrial structure. The overall development of the domestic pharmaceutical industry has shown a new format, full of vitality and vitality. Employee turnover has become an important factor restricting the development of pharmaceutical companies. This article takes A pharmaceutical company as the research object, explores the current situation of the company’s employee turnover, analyzes the reasons for the loss of intentions, and proposes targeted improvement strategies for these reasons, hoping to become A pharmaceuticals The company reduces the turnover rate of employees, improves the level of human resource management, guarantees clear job rights and responsibilities, and promotes the effective development of the enterprise. This article takes A Pharmaceutical Company as the research object. First, it explores the current situation of the company’s pharmacy staff turnover from 2016 to 2020. After research, it is found that the company’s pharmacy staff during this period have both the total turnover and the year-on-year turnover rate. There is a straight upward trend, especially due to the loss of professional and technical talents. Second, investigating the reasons for employee turnover, and found that the main focus is on low job satisfaction (work pressure, imperfect salary and benefits, lack of training and development opportunities, etc.), family reasons (caring for the elderly, returning to their hometown for development, etc.), and poor promotion channels. Clarify and influence the interpersonal relationship with colleagues, etc. First, social factors are external factors, including differences in regional economic development, diversified development of medical services, and customer consumption concepts. Change, etc.; second, organizational factors, which are internal factors, include not only the physical reasons in the foregoing content, but also the unclear salary and benefits and promotion plans formulated by the company for employees; third, own factors, this factor refers to Whether the work of the pharmacy can realize the needs of self-realization, if not, it will lead to resignation. Then, in response to these employee turnover factors, the author combined previous research theories and personal experience for many years to make suggestions for the turnover of employees in Pharmacy Company A: Subjective initiative; build the company into a learning organization, establish a sound and excellent corporate culture, integrate corporate loyalty into the corporate culture, and bind the personal development goals； establish and improve the pharmacy employee stress management system, and a key indicator exceeds The alert value will issue an early warning to supervisors, and supervisors and managers can make management adjustments based on the content of the indicators to reduce staff pressure. It is hoped that the research in this article will provide reference and reference for the human resource management of pharmacy employees. Key words: Satisfaction degree; Pharmacy staff; Staff turnover VI 目 录 摘要 .......................................................................................................................................... I Abstract ........................................................................................................................................... II 第一章 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 研究意义 ........................................................................................................... 2 1.2 国内外研究现状 .......................................................................................................... 2 1.2.1 国外药房员工流失研究综述 ......................................................................... 2 1.2.2 国内药房员工流失研究 ................................................................................. 3 1.2.3 评述 .................................................................................................................... 4 1.3 研究思路与基本框架 .................................................................................................. 4 1.3.1 研究思路 ........................................................................................................... 4 1.3.2 研究方法 ........................................................................................................... 5 第二章 相关概念界定与理论介绍 ........................................................................................... 7 2.1 员工流失相关概念介绍 ............................................................................................. 7 2.1.1 员工的概念和员工的特征 ............................................................................. 7 2.1.2 员工流失的概念 .............................................................................................. 7 2.1.3 连锁药房的概念 .............................................................................................. 8 2.2 连锁药房员工流失相关理论..................................................................................... 8 2.2.1 需要层次理论 ................................................................................................... 8 2.2.2 组织寿命学说 ................................................................................................... 8 2.2.3 目标一致理论 ................................................................................................... 9 2.2.4 K.Lewin的场论 ............................................................................................... 9 2.2.5 双因素理论 ....................................................