自改革开放以来，我国逐步从国外引进了劳务派遣用工制度，用来弥补定 额编制的限制和降低人力资源成本，高校也逐渐将其作为一种重要的补充用工 模式。当前，高校的劳务派遣员工多集中在基础服务部门，如财务、就业指导 等。财务人员作为高校中不可或缺的专业技术队伍，对提高政府财政资金的使 用效率、保障相关工作的正常运转等起着重要的作用。然而由于相关制度和保 障措施的不完善，导致劳务派遣员工工作满意度低、流失率高，这已成为影响H 学院财务人员队伍稳定性和部门业务开展的一个重要问题。 首先，论文以H学院财务部门劳务派遣员工为研究对象，通过对国内外员 工流失问题相关概念和研究现状进行梳理，选定了本文研究所用的Price-Mueller （2000）模型；其次，介绍了H学院财务部门劳务派遣员工流失现状及其影响， 针对H学院财务部门派遣员工情况进行了访谈调查和问卷调查；再次，利用SPSS 软件，对问卷调查数据进行了相关性分析和多元回归性分析，得出了以下结论： 第一，影响H学院财务部门劳务派遣员工离职意图的主要因素有消极情感、工 作参与度、分配公平性、薪酬和晋升机会；第二，消极情感与离职意图有显著 的正相关关系，工作参与度、分配公平性、薪酬和晋升机会与离职意图有显著 的负相关关系；第三，员工的性别、年龄、婚姻状况、受教育程度、职称、工 作年限并不会对离职意图产生影响关系。结合H学院访谈结果，总结得到H学 院财务部门劳务派遣员工流失原因，主要包括薪酬体系不完善、绩效考核流于 形式、职业发展路径不清晰、缺少沟通和重视、员工的个性差异。 针对员工流失的关键原因，提出了破解H学院财务部门劳务派遣员工流失 问题、留住和用好优秀派遣员工的对策，具体包括完善薪酬结构，提高福利待 遇；完善绩效考核体系，提高分配公平性；明确职业发展路径，注重相关培训； 注重员工沟通，增强组织归属感；组织选拔招聘，明确用人标准。这一结论对 解决H学院财务部门劳务派遣员工流失问题有参考价值，也能为其他高校财务 部门在稳定劳务派遣员工队伍的问题上提供参考。 关键词：劳务派遣；员工流失；Price-Mueller模型；H学院 II Abstract Ever since reform and opening up, China has gradually introduced labor dispatch employment system from overseas to make up for the constraint of fixed-quota staffing and reduce the cost of human resources. Universities have also gradually regarded it has an important supplementary employment model. Currently, the labor dispatch employees at universities mostly concentrate in basic service departments such as Financial Department and Employment Guidance Department, etc. As an indispensable professional technical team at universities, financial employees play an important role in improving the use efficiency of government financial capital and safeguarding the normal operation of relevant work. However, owing the imperfection in relevant systems and guarantee measures, labor dispatch employees have a low level of job satisfaction and a high loss rate, which has become a key problem that affects the financial staff team stability and department business operation of H Institute. Firstly, the thesis takes labor dispatch employees of the Financial Department of H Institute as the research object. Through sorting out relevant concepts and research status on the loss of domestic and overseas employees, the thesis selects the Price-Mueller (2000) Model adopted by the research. Besides, the thesis introduces the status and effects of the loss of labor dispatch employees from the Financial Department of H Institute and conducts interview survey and questionnaire survey on the status of labor dispatch employees from the Financial Department of H Institute. Furthermore, the thesis adopts SPSS software, conducts relevance analysis and multivariate regression analysis on the questionnaire survey data, and arrives at the following conclusions: Firstly, factors influencing the resignation intention of labor dispatch employees from the Financial Department of H Institute mainly include negative emotion, job participation, distribution equality, salary, and promotion opportunities. Secondly, negative emotion and resignation intention are significantly positively correlated with each other while job participation, distribution equality, III salary, and promotional opportunities are significantly negatively correlated with resignation intention. Thirdly, employees’ gender, age, marital status, education level, position, and work seniority will not exert an effect on resignation intention. Based on the interview results of H Institute, the thesis summarizes the reasons for the loss of labor dispatch employees from the Financial Department of H Institute, mainly including imperfect salary system, formalistic performance evaluation, obscure career development path, and the lack of communication and emphasis, individual difference of employees. Targeting the critical reasons for the loss of employees, the thesis proposes countermeasures to solve the loss of labor dispatch employees from the Financial Department of H Institute and retain and make good use of excellent labor dispatch employees. Specifically, we should improve the salary structure, increase the welfare, improve the performance evaluation structure, enhance the distribution equality, clarify career development paths, pay attention to relevant training, stress employee communication, and strengthen the sense of organizational belonging, organize the selection and recruitment, clarify the employment standard. This conclusion possesses referential value for solving the loss of labor dispatch employees from the Financial Department of H Institute and also provides reference for stabilizing labor dispatch employee teams for financial departments of other universities. Key words: labor dispatch; employee loss; Price-Mueller Model; H Institute IV 目 录 第一章 绪论 .............................................................................................................. 1 第一节 研究背景与意义 ...................................................................................... 1 一 研究背景 .................................................................................................... 1 二 研究意义 .................................................................................................... 2 第二节 研究思路与方法 ...................................................................................... 2 一 研究思路 .................................................................................................... 2 二 研究方法 .................................................................................................... 3 第三节 研究内容与框架 ...................................................................................... 3 一 研究内容 .................................................................................................... 3 二 研究框架 .................................................................................................... 4 第四节 相关概念与研究现状 .............................................................................. 5 一 研究的相关概念.......................................................................................... 5 二 国内外相关研究现状................................................................................... 5 三 本文研究所用模型概述 ............................................................................... 8 第二章 H学院财务部门劳务派遣员工流失现状 ...................................... 11 第一节 部门概况 ................................................................................................ 11 一 部门组织架构 ........................................................................................... 11 二 劳务派遣员工使用情况 ............................................................................. 12 第二节 劳务派遣员工的管理现状 .................................................................... 13 一 招聘管理 .................................................................................................. 13 二 薪酬福利 .................................................................................................. 14 三 考核培训 .................................................................................................. 15 第三节 劳务派遣员工的流失及影响 ...........................................