十九大以后，我国社会经济发展至今已达到一个新的阶段，互联网的飞速发展也达 到一个新的高度。在互联网飞速发展过程中，国民的网络意识也在日渐加强，企业整体 效益提升有目共睹，因此，在该环境中可供劳动者选择的岗位数量及类型增加。2019 年我国的员工离职率达到18.9%，其中主动离职13.4%，2019年企业调薪平均幅度为 5.9%，对任何一家企业，人力资源管理都至关重要，而就我国的现状而言，在劳动力上 一直处于供不应求的状态，劳动力需求较大。在现代企业，特别是物流企业，人力资源 逐步成为第一大资源，在企业的发展中占据重要位置，对于高级物流人才和中层管理人 才的需求更为庞大。然而，物流企业因重视度不够，企业员工流失率却在不断上升，不 断攀高的流失率不单单影响企业的经济效益，也影响一个企业的稳定和发展，对国家经 济也会造成影响。因此，管理和控制企业员工流失也就成为了重中之重，也是企业现在 的第一大难题。 郑州地处中原地区，贯穿南北与东西的交通要塞，俗称火车拉来的城市。而郑东新 区又是郑州的核心区域，临近郑州东站，地理优势促进郑东新区快速发展，推动产业链 发展，加快产业升级，吸引外来企业投资。现在物流行业发展迅速，专业技术人才流失 严重，物流行业的竞争加剧。因此为了增加企业的核心竞争力，适应物流行业越来越激 烈的竞争，降低企业员工的离职率，物流企业更加重视人才管理。 本文主要是以J物流企业为研究对象，以人力资源管理相关理论为基础，在访谈调 查中运用Price－Mueller模型，探讨员工流失原因并提出相关对策。首先，提出研究背 景、研究目的以及研究意义，内容是围绕着物流企业的行业现状，国内外的研究现状， 从研究内容和研究方法着手分析员工流失问题。其次，提出相关概念和理论综述，文章 主要运用部分Price－Mueller模型，然后，以J公司为例，分析物流行业的发展状况和 J物流公司发展现状，通过问卷调查员工满意度，通过访谈调查结合Price－Mueller模 型，从环境变量、个体变量、结构化变量和中介变量搜集数据分析J物流公司员工流失 的原因，提出相关的对策，最后对文章内容进行总结。 希望通过本文对物流行业员工流失分析控制提供参考，帮助企业构建科学合理的人 才管理机制。 II 关键词：物流企业，培训与开发，员工流失 III ABSTRACT After the 19th national congress, China's social and economic development has reached a new stage, and the rapid development of the Internet has reached a new height. In the rapid development of the Internet, the network awareness of the people is also strengthening day by day, and the overall efficiency of the enterprise is improving. Therefore, the number and types of positions available for workers to choose in this environment are increasing. In 2019, the turnover rate of employees in China will reach 18.9%, of which the voluntary turnover rate will be 13.4%, and the average salary adjustment rate in 2019 will be 5.9%. For any enterprise, human resource management is very important. As far as China's current situation is concerned, the labor force has been in a state of short supply and large demand. In modern enterprises, especially in logistics enterprises, human resources have gradually become the largest resources, occupying an important position in the development of enterprises, and the demand for senior logistics personnel and middle management personnel is even greater. However, due to the lack of attention of logistics enterprises, the turnover rate of employees is rising. The rising turnover rate not only affects the economic benefits of enterprises, but also affects the stability and development of an enterprise, and also affects the national economy. Therefore, the management and control of employee turnover has become the top priority and the biggest problem of the enterprise. Zhengzhou is located in the Central Plains, through the north-south and east-west traffic fortress, commonly known as the city pulled by train. As the core area of Zhengzhou, Zhengdong New Area is close to Zhengzhou east railway station. Its geographical advantages promote the rapid development of Zhengdong New Area, promote the development of industrial chain, accelerate the industrial upgrading, and attract the investment of foreign enterprises. Now the logistics industry is developing rapidly, the loss of professional and technical talents is serious, and the competition in the logistics industry is intensified. Therefore, in order to increase the core competitiveness of enterprises, adapt to the increasingly fierce competition in the logistics industry, and reduce the turnover rate of employees, logistics enterprises pay more attention to talent management. IV This paper mainly takes J logistics enterprise as the research object, based on the theory of human resource management, uses price Mueller model in the interview survey to explore the causes of employee turnover and puts forward relevant countermeasures. First of all, the paper puts forward the research background, research purpose and research significance. The content is to analyze the problem of employee turnover from the research content and research methods around the industry status of logistics enterprises and the research status at home and abroad. Secondly, it puts forward related concepts and theoretical review. This paper mainly uses part of price Mueller model. Then, taking J company as an example, it analyzes the development status of logistics industry and j logistics company. Through questionnaire survey on employee satisfaction, through interviews and price Mueller model, it collects data points from environmental variables, individual variables, structural variables and intermediary variables This paper analyzes the reasons for the staff turnover of J logistics company, puts forward relevant countermeasures, and finally summarizes the content of the article. I hope that this paper can provide a reference for the analysis and control of employee turnover in the logistics industry, and help enterprises to build a scientific and reasonable talent management mechanism. KEY WORDS: logistics enterprise, human resource training, excitation V 目 录 摘要.................................................................I ABSTRACT..........................................................III 1 绪 论...............................................................1 1.1 研究背景........................................................1 1.2 研究目的及意义..................................................2 1.2.1 研究目的....................................................2 1.2.2 研究意义....................................................2 1.3 研究思路和方法..................................................2 1.3.1 研究思路....................................................2 1.3.2 研究方法....................................................3 1.4 研究内容及研究创新之处..........................................3 1.4.1 研究内容....................................................3 1.4.2 研究创新之处................................................4 2 相关概念和文献综述..................................................5 2.1 相关概念........................................................5 2.2 文献综述........................................................6 2.2.1 国外研究综述................................................6 2.2.2 国内研究综述...............................................11 2.2.3 国内外研究述评.............................................13 2.3 本章小结.......................................................13 3 物流行业及J物流公司员工现状分析...................................15 3.1 物流行业发展现状...............................................15 3.2 J物流公司介绍.................................................18 3.3 J物流公司员工流失现状分析.....................................20 VI 3.4 本章小结.......................................................22 4 J物流公司员工流失的问题调查及原因分析.............................23 4.1 企业在职员工问卷调查...........................................23 4.1.1 问卷调查的制作.............................................23 4.1.2 问卷调查的发放回收.........................................24 4.1.3 问卷调查的结论分析.........................................25 4.2 运用PRICE－MUELLER模型对企业离职员工进行访谈调查..............28 4.3 J物流企业员工流失原因.........................................30 4.3.1 环境变量角度分析原因.....