摘要
近年来人才流失在国有企业中普遍存在并持续引发关注。大部分国有企业人才状况
不容乐观，其人才流向各类型企业中，冲击了企业的持续稳定发展。M公司是一家国有环
保工程类企业，近三年来公司人才流失比例在持续上升，造成企业的经营战略发展滞后，
经营绩效受到影响。
本文以M公司为研究对象，首先对公司人才流失现状及产生的影响进行分析；通过离
职人员访谈资料分析，采用帕累托图表法得到员工离职的驱动因素。结合公司现状，借
鉴price Mueller离职模型及相关同类型问卷，设计出符合M公司员工心理真实预期与需
求的调查问卷，对公司在职员工进行问卷调查。之后对收集到的问卷进行数据分析，从
而确定了影响人才流失的四个决定性因素，分别是：薪酬福利、规章制度、职业晋升发
展、工作与家庭冲突，并对四个驱动因素提出相应的人才保留应对略策，包括建立可持
续发展的薪酬管理体系、构建人性化规章制度、搭建职业发展平台、建立个人家庭因素
改善策略四个方面。
本文研究结论表明薪酬福利是决定性因素，此外家庭因素，工作晋升机会，企业文
化也会对人才流失起到影响作用。因此也得到如下研究启示：合理制定薪酬福利、提供
员工成长平台、让其平衡好家庭与工作的冲突等方面问题是企业人力资源管理工作的重
中之重。本文为国有企业人才制度改革和人才管理提供了参考意见，对企业而言具有一
定管理价值。
关键词：人才流失、保留对策、因素分析
I

Abstract
In recent years, brain drain has been widespread among state-owned enterprises and continues
to cause concern. The talent situation of most state-owned enterprises is not optimistic, and the flow
of talents to various types of enterprises has impacted the sustainable and stable development of
enterprises. Company M is a state-owned environmental protection engineering company. In the
past three years, the company’s brain drain rate has continued to rise, causing the company’s
business strategy development to lag and operating performance to be affected.
This article takes M company as the research object, and first analyzes the current situation of
the company's brain drain and its impact; through the analysis of the interview data of resigners, the
Pareto chart method is used to obtain the driving factors of employee resignation. Combining with
the current situation of the company, drawing on the price Mueller resignation model and related
questionnaires of the same type, a questionnaire that meets the real psychological expectations and
needs of the employees of M company was designed, and a questionnaire survey was conducted on
the company's current employees. After that, the collected questionnaires were analyzed to
determine the four decisive factors affecting brain drain, namely: salary and benefits, rules and
regulations, career promotion and development, work and family conflicts, and proposed
corresponding talents for the four driving factors Retention countermeasures include four aspects:
establishing a sustainable salary management system, building humanized rules and regulations,
building a career development platform, and establishing personal family factors improvement
strategies.
The research conclusions of this paper show that salary and benefits are the decisive factor. In
addition, family factors, job promotion opportunities, and corporate culture will also have an impact
on brain drain. Therefore, the following research enlightenment is also obtained: reasonable
formulation of salary and benefits, providing employees' growth platform, and balancing the
conflicts between family and work are the top priorities of enterprise human resource management.
This article provides reference opinions for the reform of the talent system and talent management
of state-owned enterprises, and has certain management value for enterprises.
Keywords: brain drain, retention countermeasures, factor analysis
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目录
第一章绪论 ............................................................................................................................................................. 1
1.1研究背景和意义 ........................................................................................................................................ 1
1.1.1研究背景 ......................................................................................................................................... 1
1.1.2研究意义 ......................................................................................................................................... 2
1.2文献综述 .................................................................................................................................................... 3
1.2.1国内文献 ......................................................................................................................................... 3
1.2.2国外文献 ......................................................................................................................................... 3
1.3研究思路及内容 ........................................................................................................................................ 4
1.3.1研究思路 ......................................................................................................................................... 4
1.3.2研究内容 ......................................................................................................................................... 4
1.3.3论文框架 ......................................................................................................................................... 5
1.4研究方法 .................................................................................................................................................... 6
第二章相关理论及研究工具 ................................................................................................................................. 7
2.1相关概念 .................................................................................................................................................... 7
2.1.1人才概念 .......................................................................................................................................... 7
2.1.2人才流失界定 .................................................................................................................................. 7
2.2研究模型 .................................................................................................................................................... 7
2.2.1环境变量 ......................................................................................................................................... 8
2.2.2个体变量 ......................................................................................................................................... 8
2.2.3结构化变量 ..................................................................................................................................... 9
2.2.4中介变量 ....................................................................................................................................... 10
2.3研究工具 ...................................................................................................................................................11
2.3.1扎根理论 ........................................................................................................................................11
2.3.2帕累托图 ........................................................................................................................................11
2.3.3李克特量表 ................................................................................................................................... 12
第三章 M公司人员情况现状分析....................................................................................................................... 13
3.1公司简介 ............................................