当今中国是一个高速发展的知识型经济时代，市场竞争日益激烈，越来越 多的外资企业相继进入中国市场，参与争夺丰富的市场资源。企业与企业之间 的竞争，已不仅仅在于企业有多少资金的竞争，而更多在于拥有多少知识型人 才的竞争，知识型人才掌握先进的技术，领先的管理知识和一定的创新能力能 给企业带来新的活力。而针对中小民营企业而言，在没有雄厚的资金和健全的 管理体系等不利因素下。如何更好地解决招人、选人、用人以及留人的问题， 已决定着企业发展的兴衰与成败。 研究以SY公司为例，公司存在家族式管理模式、超长的工作时间、低廉的 薪资、蜗行牛步的晋升空间等不利于留住人才的因素。论文首先界定中小民营 企业和知识型员工的基本概念，通过人力资源管理相关理论，分析中小民营企 业和知识型员工的典型特征。研究发现SY公司知识型员工管理具有管理人员少、 管理意识薄弱、文化水平较高等特点，流失情况具有数量多、年龄偏小、工作 年限较短、学历较高等现象。知识型员工流失后对SY公司所产生的团队士气消 极、运营成本加重、客户满意度下降等不良的影响。通过问卷调查和离职访谈 等方式，对造成知识型人员流失的各部分因素进行深入分析归纳，发现影响SY 公司知识型员工流失的因素有薪酬低、福利差、发展空间小、培训机会少、激 励政策不健全、企业文化不和谐等。论文最后提出对SY公司知识型员工优化管 理建议，通过采取建立完善的人力管理体系、实施有效的激励机制、创造健康 和谐的企业文化，全方面预防不合理的知识型员工流失，保证SY公司的健康和 谐快速地发展。 关键词：中小民营企业 知识型员工 员工流失 优化管理 III Abstract Today China is a fast-developing era of knowledge-based economy. The market competition is increasingly fierce. More and more foreign-funded enterprises have entered the Chinese market one after another and participated in the competition for rich market resources. The competition between enterprises and enterprises is not only due to the competition of enterprises, but also the competition of how many knowledge-based talents. Knowledge workers have advanced technology, leading management knowledge and extraordinary innovation ability. Come to new vitality. For small and medium-sized private enterprises, under the unfavorable factors such as lack of abundant funds and sound management system. How to better solve the problems of recruitment, selection, employment and retention has decided the rise and fall of enterprise development and success or failure. The study takes SY Company as an example. the company has a family management model, long working hours, low salary, and snail walking promotion space, which are not conducive to retaining talents. The thesis first defines the basic concepts of small and medium-sized private enterprises and knowledge workers, and analyzes the typical characteristics of small and medium-sized private enterprises and knowledge workers through human resource management related theories. The study found that SY's knowledge-based employee management has the characteristics of fewer managers, weak management consciousness, and higher cultural level. The loss situation has a large number of people, younger age, shorter working life, and higher education. The loss of knowledge-based employees has negative impacts on negative team morale, increased operating costs, and decreased customer satisfaction. Through questionnaire surveys and departure interviews, the in-depth analysis and summary of the various factors that lead to the loss of knowledge personnel, and found that the factors affecting the loss of knowledge employees of SY company are low pay, poor benefits, small development space, less training opportunities, and incentives. Incomplete policies and inharmonious corporate culture. Finally, the thesis puts IV forward suggestions for optimizing the management of SY's knowledge-based employees. By adopting a sound human management system, implementing effective incentive mechanisms, and creating a healthy and harmonious corporate culture, it prevents irrational loss of knowledge-based employees in all aspects to ensure SY's Healthy and harmonious development. Keywords: Small and medium-sized private enterprises Knowledge workers Loss of employees Optimization management V 目 录 第1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 国内外研究进展及评述..................................................................................3 1.2.1 国外研究进展...........................................................................................3 1.2.2 国内研究进展...........................................................................................4 1.2.3 国内外相关研究评述...............................................................................6 1.3 研究目的与研究内容......................................................................................6 1.3.1 研究目的...................................................................................................6 1.3.2 研究内容...................................................................................................7 1.4 研究方法与研究思路......................................................................................8 1.4.1 研究方法...................................................................................................8 1.4.2 研究思路...................................................................................................9 第2章 相关概念及基础理论概述.........................................................................12 2.1 中小民营企业的界定....................................................................................12 2.1.1 中小民营企业的概念.............................................................................12 2.1.2 中小民营企业的特点.............................................................................11 2.2 员工流失的界定............................................................................................13 2.2.1 员工流失的概念.....................................................................................12 2.2.2 员工流失的分类.....................................................................................13 2.3 知识型员工相关介绍....................................................................................13 2.3.1 知识型员工的界定.................................................................................13 2.3.2 知识型员工的特点.................................................................................13 2.4 人才流失相关理论........................................................................................15 2.4.1 勒温的场论.............................................................................................15 2.4.2 目标一致理论.........................................................................................15 VI 2.5 相关激励理论................................................................................................16 2.5.1 需求层次理论.........................................................................................17 2.5.2 双因素理论.............................................................................................17 2.6 本章小结........................................................................................................18 第3章 SY公司知识型员工流失的现状分析........................................................19 3.1 SY公司的概况..............................................................................................19 3.1.1 SY公司简介...........................................................................................19 3.1.2 SY公司的组织结构...............................................................................20 3.1.3 SY公司的知识型员工现状...................................................................21 3.1.4 知识型员工流