：教育培训欧亿·体育（中国）有限公司作为一种战略性服务产业，伴随着国内外经济 发展的浪潮，已经快速蓬勃壮大起来。但因我国教育培训欧亿·体育（中国）有限公司发展起 步晚，同质化竞争激烈、成功的经验少、在办学理念方面过度追求利 润，且在管理和用人理念方面思想落后等原因，从而导致了整个教育 培训产业的整体素质偏低，良莠不齐。BW公司是一家扎根于三线城 市，经教育局批准、民政局注册成立的正规教育培训企业。历时十多 年的成长，在当地已成为同欧亿·体育（中国）有限公司的翘楚。但在BW公司高速发展的同 时也暴露出许多方面的问题，最亟需解决的就是核心师资离职倾向的 问题。大量核心师资的流失在很大程度上阻碍了BW公司的生存与发 展。 本文以调查我国教育培训欧亿·体育（中国）有限公司核心师资离职倾向为切入点，以 BW公司为研究标的。首先梳理国内外关于离职倾向的文献、定义、 理论、离职模型等，然后调查BW公司目前核心师资离职倾向的现状， 再通过定性分析对教师进行面对面访谈，初步了解影响BW公司核心 师资离职倾向的因素；接下来，发放大量的调查问卷收集一手数据， 利用Spss分析软件和Logistic模型，定量对调查问卷的数据进行信度 分析、相关性分析、回归分析等，深度挖掘影响BW公司核心师资离 职倾向的关键因素；并结合欧亿·体育（中国）有限公司特征以及BW公司的现状，为现行的 教育培训机构在核心师资离职倾向管理方面提出可行性建议。最终得 出以下结论。 经过分析总结，影响BW公司核心师资离职倾向的关键因素有四 II 类，分别是薪酬福利因素、分配公平因素、机会因素以及消极/积极 因素。然后根据主要影响因素提出的应对策略为：第一，构建高激励 性的薪酬体系、第二，健全公正合理的分配机制、第三，创造成长性 事业发展机会、第四，营造和谐发展的企业氛围。 关键词：教育培训；核心师资；离职倾向；人才流失；应对策略 III INVESTIGATIONANDCOPINGRESEARCHON RESIGNATIONTENDENCYOFCORETEACHERSIN BOWENCOMPANY ZengGe(MasterofBusinessAdministration) DirectedbyXieHefeng Abstract:Asastrategicserviceindustry,theeducationandtraining industryhasgrownandstrengthenedrapidlywiththewaveofeconomic developmentathomeandabroad.However,owningtothelatestart, fiercehomogeneouscompetition,fewsuccessfulexperience,excessive pursuitofinterestinschool-runningconceptandbackwardideain managementandemploymentconcept,theoverallqualityofthewhole educationandtrainingindustryisprettylowanduneven.BWcompany rootedinthirdtiercitiesisaformaleducationandtrainingenterprise approvedbyEducationBureauandregisteredbyCivilAffairsBureau. Morethantenyears,ithasbecomeunderstandingcompanyamongthe sameindustry.Buttherearemanyproblemsatthesametimeofrapid development,andthemosturgentproblemtobesolvedistheturnoverof coreteachers.Thelossofmassivecoreteachersblockedthesurvivaland developmentofBWcompanytoaconsiderableextent. Thispapertakestheinvestigationofturnovertendencyofcore teachersinChina'seducationandtrainingindustryasbreakthroughpoint, andtakesBWcompanyastheresearchobject.First,thispapersortedout theliterature,definition,theoryandturnovermodelaboutturnover tendencyathomeandabroad,theninvestigatedthestatusofBW company'scoreteacherturnovertendency,andfacetofaceinterviewed withteachersbyqualitativeanalysis.Thefactorsofcoreteacherturnover tendencygotpreliminaryunderstanding.Next,massivequestionnairesare IV distributedtocollectfirst-handdata,reliabilityanalysis,correlation analysisandregressionanalysiswasadoptedtoanalyzethedataof questionnairesbyemployingSPSSsoftwareandLogisticmodel,andthe keyfactorsofcoreteacherturnovertendencyinBWcompanywasdeeply excavated.Atthesametime,combiningtheindustrycharacteristicsand thestatusofBWcompany,thispaperputforwardsomefeasible suggestionsanddrawnthefollowingconclusions. Afteranalysisandsummary,thekeyfactorsofinfluencingcore teacherturnovertendencyinBWcompanyincludesfourtypes: compensationandbenefits,fairdistribution,opportunitiesandnegative/ positivefactors,respectively.Thencopingstrategiesproposedaccording tomaininfluencingfactorsare:First,toconstructahighincentivesalary system;Second,toperfectafairandreasonabledistributionmechanism; Third,tocreateopportunitiesforlong-termcareerdevelopment;Fourth, tocreateaharmoniousenterpriseatmosphere. KeyWords:Educationandtraining;coreteachers;turnovertendency;the outflowoftalent;copingstrategies V 目录 摘要..............................................................................................................I Abstract....................................................................................................III 第１章绪论.........................................................................................1 1.1研究背景........................................................................................1 1.2研究意义........................................................................................1 1.3研究内容及方法............................................................................2 1.3.1研究内容..............................................................................2 1.3.2研究方法..............................................................................2 1.4研究思路........................................................................................3 第２章相关概念和研究基础...................................................................5 2.1相关概念界定................................................................................5 2.1.1师资......................................................................................5 2.1.2核心师资..............................................................................5 2.1.3离职倾向..............................................................................6 2.1.4人才与核心师资..................................................................6 2.1.5人才流动与人才流失..........................................................7 2.2研究基础........................................................................................8 2.2.1国外研究综述......................................................................8 2.2.2国外离职倾向的理论模型..................................................8 2.2.3国内研究综述......................................................................9 VI 2.3研究理论基础..............................................................................11 2.3.1ERG理论..............................................................................11 2.3.2双因素理论........................................................................11 2.3.3职业锚以及生涯动力理论................................................11 2.4Logistic回归模型....................................................................12 2.4.1选择Logistic分析的原因..............................................12 2.4.2Logistic回归实质..........................................................12 2.5本章小结......................................................................................12 第3章BW公司核心师资离职倾向现状调查及影响..........................14 3.1BW公司的基本情况......................................................................14 3.1.1BW公司简介........................................................................14 3.1.2BW公司经营及财务指标....................................................15 3.2BW公司人力资源现状..................................................................15 3.2.1员工人数............................................................................15 3.2.2员工来源情况....................................................................16 3.2.3员工受教育情况................................................................17 3.3BW公司核心师资离职倾向调查..................................................17 3.3.1核心师资离职倾向总体状况............................................17 3.3.2流失的核心师资年龄情况................................................18 3.3.3流失的核心师资受教育情况............................................19 3.3.4流失的核心师资职称情况................................................20 3.3.5流失的核心师资教师资格证情况....................................20 VII 3.3.6流失的核心师资的流向状况............................................20 3.4BW公司核心师资离职倾向的特点..............................................21 3.4.1群体性................................................................................21 3.4.2时段性....................................................................