I 摘要 人力资源是企业的核心竞争资源，企业的发展离不开人的因素。建筑企业，尤为 突出。随着市场经济的发展，人们对物质与生活的追求不断提高，员工为了追求丰厚 的薪酬或者更好的生活品质，导致离职现象普遍性发生。近年来，国有建筑施工企业 人才流失愈发严重，这种情况已经对很多国有企业造成难以估量的损失，留住人才成 为很多国有施工企业亟待解决的问题。 本文以中建三局某子公司（文中简称某公司）为研究对象，采用访谈法、参考文 献法、问卷调查法对其人才流失的原因进行了分析，并从人力资源管理方面提出了一 些对策建议。首先，以离职员工为切入点，通过对离职员工的访谈，收集并提炼引发 员工离职的因素，将此类因素作为导致员工离职的自变量。然后通过文献法了解近年 来研究员工离职的相关理论模型，最后选择采用 Price(2000)模型作为本文的参考模型， 并且针对国有施工企业的实际对模型变量进行了增减和调整。最后将变量归纳为社会 因素变量、企业因素变量、个人因素变量三方面的变量，并以此作为依据设计离职意 向调查问卷，并对在职员工进行离职意向调查。调查问卷采用李克特 5 级量表，通过 对离职变量的陈述，由在职员工选择同一程度，以此实现对问题的量化。通过对调查 问卷数据收集、整理，对数据进行 SPSS 软件分析，一方面分析了公司目前存在的导 致人才流失的问题，另一方面针对问题提出对应的对策建议。鉴于施工企业工作的行 业特性，针对企业因素中的招聘配置、薪酬待遇、培训、绩效考核、劳动关系管理方 面提出相关建议。 关键词：国有施工企业；人才流失；离职意向；人力资源管理。ABSTRACT II ABSTRACT Human resources are the core competitive resources of an enterprise. The development of an enterprise is inseparable from human factors. Construction companies are particularly prominent. With the development of the market economy, people's pursuit of material and life is constantly improving. In order to pursue rich salary or better quality of life, employees are generally involved in the phenomenon of separation. In recent years, the brain drain of state-owned construction companies has become more and more serious. This situation has caused incalculable losses to many state-owned enterprises. Retaining talents has become an urgent problem for many state-owned construction enterprises. This paper takes a subsidiary of China Construction Third Bureau (referred to as a company in the text) as the research object, and uses the interview method, reference method and questionnaire survey method to analyze the causes of brain drain, and puts forward some countermeasures from the aspect of human resource management. Suggest. First, with the departing employees as the entry point, through the interviews with the departing employees, collect and refine the factors that cause the employees to leave, and use such factors as the independent variables leading to employee turnover. Then through the literature method to understand the relevant theoretical model of the study of employee turnover in recent years, and finally choose the Price2000 model as the reference model of this paper, and the actual and the model variables of the state-owned construction enterprises have been increased, decreased and adjusted. Finally, the variables are summarized into three variables: social factor variables, enterprise factor variables and individual factor variables. Based on this, the intentional survey questionnaire is designed and the intentional employees are investigated. The questionnaire uses the Likert Level 5 scale, which quantifies the problem by selecting the same level by the on-the-job employees. Through the collection and collation of the questionnaire data, the SPSS software analysis of the data, on the one hand, analyzes the company's current problems leading to brain drain, and on the other hand, proposes corresponding countermeasures for the problem. In view of the industry characteristics of the construction enterprise, relevant suggestions are proposed for the recruitment configuration, salary treatment, training, performance appraisal, and labor relationship management in the enterprise factor. key word: state-owned construction enterprise, brain drain, turnover intention, h uman resources managemen.目录 I 目录 北京建筑大学硕士学位论文原创性声明 北京建筑大学硕士学位论文使用授权书 摘要....................................................................................................................I ABSTRACT..................................................................................................... II 第 1 章 绪论.....................................................................................................1 1.1 研究背景....................................................................................................................1 1.2 研究目和意义............................................................................................................2 1.2.1 研究目的.............................................................................................................2 1.2.2 研究意义.............................................................................................................2 1.3 研究现状....................................................................................................................2 1.3.1 国外研究现状.....................................................................................................2 1.3.2 国内研究现状.....................................................................................................3 1.4 研究内容....................................................................................................................5 1.4.1 主要章节.............................................................................................................5 1.4.2 研究思路.............................................................................................................5 1.4.3 研究方法.............................................................................................................6 第 2 章 相关概念及研究成果.........................................................................7 2.1 人才概念界定............................................................................................................7 2.2 与人才流失相关的概念............................................................................................7 2.2.1 人才流失概念.....................................................................................................7 2.2.2 工作满意度概念.................................................................................................7 2.2.3 离职意向概念.....................................................................................................8 2.2.4 工作参与度概念.................................................................................................8 2.2.5 社会支持概念.....................................................................................................8 2.3 国有企业概念及特性................................................................................................8 2.3.1 国有企业的概念.................................................................................................8 2.3.2 国有企业特性.....................................................................................................9 第 3 章 某公司人才流失现状分析及员工离职意向调查...........................10 3.1 公司简介..................................................................................................................10 3.2 公司人才流失的现状..............................................................................................10 3.2.1 人才流失日趋严重...........................................................................................10 3.2.2 人才比例严重失调...........................................................................................11 3.2.3 青年员工离职率增高.......................................................................................13 3.2.4 员工离职去向明确...........................................................................................14 3.3 离职意向调查设计......................................................................................