近年来，我国课外培训机构发展迅猛，各类培训机构如雨后春笋班涌现。 中 国教育学会发布报告称，2016 年我国中小学课外辅导欧亿·体育（中国）有限公司市场规模超过 8000 亿 元。这些中小学课外辅导授课形式分为三大类：大班、小班、一对一。一对一为 一个老师辅导 1-3 个学生，绝大部分都是一个老师辅导一个学生，这种课程也称 为 VIP 课程。进行一对一授课的培训机构分工更加细致、教学质量也更有保证， 每个学生都有专门的教师跟踪辅导。对于一对一教学，家长对上课体验相当重要， 如果机构教师流失率高，直接会降低学员的上课体验，导致学生家长的不满，甚 至直接导致客户的流失，因此对于如何降低一对一教师员工的流失，对于培训机 构至关重要。 员工流失是指员工自愿与企业彻底脱离工资关系或者员工自愿与企业彻底 脱离任何法律承认的契约关系。任何企业，或多或少都会有员工流失的现象，适 度的员工流动对企业健康发展至关重要，但是过度的员工流失会导致企业的各类 问题。培训机构作为教育类公司，因其员工低龄化的特性，员工流失问题一致很 严重。 本文以 F 公司一对一部门教师员工为研究对象，深入分析了 F 公司一对一部 门教师员工流失的近况及主要原因，在研究大量相关文献的基础上，提出降低员 工流失的对策。 首先，通过第一份问卷调查得出 F 公司一对一部门教师员工离职原因的初步 结论。 其次，通过初步结论进一步设计第二份问卷调查，然后通过收集、分析第二 份问卷，得出 F 公司一对一教师员工离职的主要原因。 最后，通过对离职员工的访谈，进一步确定了 F 公司员工离职的主要原因是： 个人职业目标与目前工作不一致、没有好的教材、内部培训机会及培训质量差、 内部沟通机制失灵、实际薪酬与教师的心理薪酬有差距。 关键词：员工流失; 一对一辅导; K12 培训机构；工作耦合；离职成本IV Table of Content ABSTRACT................................................................................................................... I 摘要 .....................................................................................................................III Table of Content ..........................................................................................................IV 目录............................................................................................................................VII LIST OF TABLES........................................................................................................X 表 目 录..................................................................................................................XI LIST OF FIGURES ................................................................................................... XII 图 目 录...................................................................................................................XIII Chapter 1 Introduction ...................................................................................................1 1.1 Research Background ......................................................................................1 1.2 Meaning of the Research .................................................................................3 1.2.1 Research Significance...........................................................................3 1.2.2 Research Innovation..............................................................................3 1.3 Research Content .............................................................................................4 1.4 Research Methods............................................................................................5 Chapter 2 Literature Review..........................................................................................6 2.1 Relevant Concepts and Measurement of Employee Turnover ........................6 2.1.1 Relevant Concepts Definition ...............................................................6 2.1.2 Classification of Employee Turnover ...................................................8 2.1.3 Measurement of turnover rate...............................................................9 2.2 Literature Review on Employee Turnover ......................................................9 2.3 Employee Turnover Models ..........................................................................12 2.3 Theoretical Basis............................................................................................20 2.4 Domestic Research State................................................................................26 Chapter 3 Case Description .........................................................................................28 3.1 Company Profile ............................................................................................28 3.1.1 F Group Profile ...................................................................................28V 3.1.2 F Company Profile..............................................................................28 3.1.3 U-can Secondary School Education and One-on-one Department of F Company......................................................................................................29 3.1.4 Organizational Structure of One-on-one Department.........................30 3.2 Staff Composition of F company’s one-on-one Department.........................33 3.2.1 Age and Basic Situation of F company’s Teachers............................33 3.2.2 Marriage Situation of F Company’s One-on-one Teachers................34 3.2.3 Education Level of F company’s One-on-one Teachers.....................35 3.2.4 Working Years Distribution of One-on-one Teachers of F Company36 3.2.5 Distribution of Teachers in One-on-one Department of F company ..36 3.3 Teacher Staff Turnover in One-on-one Department of F Company..............37 3.3.1 Structure and Features of Teacher Turnover ......................................39 3.3.2 Preliminary Reasons for Teacher Turnover and Questionnaire Design ......................................................................................................................41 Chapter 4 Case Analysis ..............................................................................................43 4.1 Questionnaire Design of Resigned One-on-one Teachers in F Company .....43 4.2 Questionnaire Distribution, Recycling and Analysis .................................46 4.2.1 Questionnaire Distribution and Recycling..........................................46 4.2.2 Analysis of Questionnaire...................................................................46 4.2.3 Preliminary Conclusions.....................................................................54 4.3 Distribution, Recycling and Analysis of the Second Questionnaire..............55 4.2.3 Distribution, Recycling of the Second Questionnaire.........................55 4.2.3 A Summary of the Second Survey about teacher turnover.................56 4.5 Random Interview..........................................................................................57 4.6 Summary........................................................................................................60 Chapter 5 Countermeasures for Teacher Turnover of F Company’s One-on-one Department...................................................................................................................62 5.1 Establish a Scientific Recruitment System .................................................62 5.2 Develop Better Teaching Materials ............................................................64VI 5.3 Optimize the Training System for Teachers ..................................................64 5.3.1 Improve the Training System for New Employees.............................65 5.3.2 Emphasis on Creating an Environment for Mutual Learning among Teachers .......................................................................................................66 5.4 Enhance Connection between Employees and the Organization...................67 5.4.1 Flat Management Structure.................................................................67 5.4.2 Strengthen Corporate Culture .............................................................68 5.4.3 Establish Activity Center ....................................................................68 5.5 Increase Employee Tu