面对市场竞争日趋激烈的现状，企业想要生存和发展，在众多发展要素中， 最为核心、最为关键的竞争毫无疑问应该是人才的竞争。怎样吸引、培养和留住 优秀员工，从而在激烈竞争中获取发展优势，是企业必须面对的重要问题。企业 员工的离职率过高或者人员的流动不合理，都会给企业带来诸多不利影响，一方 面可能导致离职重置成本进一步提高，另一方面可能降低组织效率和内部凝聚 力，从而使企业的市场竞争力受到影响。反之，员工离职率过低也会给企业带来 一定的不利影响，可能会导致企业的创新能力下降，从而在一定程度上影响企业 在市场上的竞争力。 我国属于制造业大国，制造业在全国经济欧亿·体育（中国）有限公司中贡献较大，制造业企业的 发展关系国计民生。根据相关研究，制造业企业的离职率一直以来在各欧亿·体育（中国）有限公司中都 是处于“领跑”地位，但专门对制造业企业员工离职的相关研究并不太多。本研 究以欧亿·体育（中国）有限公司特征为出发点，针对性地选取制造业企业进行研究调查，以 T 公司为例， 通过问卷调查和离职访谈方法，研究该公司员工离职现状，分析归纳出影响其员 工离职的主要原因，并提出对策建议。丰富了制造业企业员工离职问题的研究， 为同类型制造业企业控制员工离职率提供参考或借鉴。 关键词：制造业；员工离职；离职倾向；员工管理；对策建议II Abstract Faced with the increasingly fierce market competition, enterprises want to survive and develop. Among the many factors of development, the most core and key competition is undoubtedly the competition of talents. How to attract, cultivate and retain excellent employees, so as to gain development advantages in the fierce competition, is an important issue that enterprises must face. Excessive turnover rate or unreasonable turnover of employees will bring many adverse effects to enterprises. On the one hand, it may lead to further increase of turnover replacement cost, on the other hand, it may reduce organizational efficiency and internal cohesion, thus affecting the competitiveness of enterprises in the market. On the contrary, the low turnover rate will also bring some adverse effects to enterprises, which may lead to the decline of innovation ability of enterprises, thus affecting the competitiveness of enterprises in the market to a certain extent. China is a big manufacturing country. Manufacturing industry contributes a lot to the national economy. The development of manufacturing enterprises is related to the national economy and people's livelihood. According to relevant research, the turnover rate of manufacturing enterprises has always been in the leading position in various industries, but there are not many studies on the turnover rate of employees in manufacturing enterprises. Based on the characteristics of the industry, this study selected manufacturing enterprises for research and investigation. Taking T Company as an example, through questionnaire survey and exit interview methods, studied the current situation of employee turnover in the company, analyzed and summarized the main reasons affecting employee turnover, and put forward countermeasures and suggestions. It enriches the research on employee turnover in manufacturing enterprises, and provides reference for similar manufacturing enterprises to control employee turnover rate. Key words: Manufacturing industry;Employee turnover;Turnover intention;Staff management;Countermeasures and suggestionsIII 目 录 摘要..............................................................I Abstract...........................................................II 1 绪论..............................................................1 1.1 研究背景 ....................................................1 1.2 研究意义 ....................................................2 1.3 基本思路 ....................................................2 1.4 研究方法 ....................................................2 1.5 研究综述 ....................................................3 1.5.1 国外员工离职研究综述...................................3 1.5.2 国内员工离职研究综述...................................4 1.5.3 国内外研究评述.........................................5 2 概念界定及理论基础................................................7 2.1 相关概念 ....................................................7 2.1.1 员工离职...............................................7 2.1.2 离职倾向...............................................7 2.1.3 制造业.................................................8 2.1.4 国有企业...............................................8 2.2 员工离职相关理论 ............................................9 2.2.1 激励理论 ...............................................9 2.2.2 心理契约..............................................10 2.2.3 离职模型..............................................11 2.2.4 离职率相关概念........................................13 3 T 公司概况及员工离职现状 .........................................15 3.1 公司概况 ...................................................15 3.1.1 公司简介 ..............................................15 3.1.2 企业文化..............................................16 3.1.3 人力资源管理现状......................................16 3.2 T 企业近 5 年员工离职现状....................................18 3.2.1 员工离职趋势分析......................................18 3.2.2 离职员工特点..........................................19 4 T 公司离职调查及原因分析 .........................................22 4.1 问卷调查分析 ...............................................22 4.1.1 调查问卷设计..........................................22IV 4.1.2 调查结果分析..........................................23 4.2 访谈分析 ...................................................32 4.3 影响员工离职原因............................................33 4.3.1 组织内部因素 ..........................................33 4.3.2 个人因素 ..............................................34 4.3.3 组织外部因素 ..........................................35 5 解决员工离职问题的对策建议.......................................36 5.1 从组织内部改进 .............................................36 5.1.1 健全人力资源管理部门职能 ..............................36 5.1.2 完善公司管理制度......................................36 5.1.3 创造良好的工作环境....................................39 5.1.4 增进员工与公司目标协调一致............................40 5.2 从员工个体改进..............................................41 5.2.1 提升个体工作能力 ......................................41 5.2.2 提高个体生活质量 ......................................42 5.3 从组织外部改进..............................................42 6 不足与展望.......................................................43 6.1 研究的不足 .................................................43 6.2 研究的展望 .................................................43