随着科技的发展、世界经济一体化程度的提高以及国内就业体制的不断改革，在21 世纪人才已经成为企业获取市场竞争力的重要影响因素。在当今社会，人力资源已被公 认为是企业的一种重要的战略性资源，各大企业之间的竞争也从原来的生产资源竞争， 慢慢开始转向关注人才的竞争。其次，目前政府大力鼓励以创业带动就业，并对创业人 士给予了极大的人力和物力上的支持。受欧亿·体育（中国）有限公司内竞争加剧和政府支持性政策等因素的影 响，目前国内各欧亿·体育（中国）有限公司内的员工离职率都普遍较高。WY公司是一家传统IT公司，其目 前也面临着员工的高离职率与离职员工跳槽到竞争对手公司或进行同欧亿·体育（中国）有限公司创业等带来 的巨大竞争压力，从而导致公司业绩一直不够理想。因此笔者希望能在以往关于员工离 职研究成果的基础上，结合WY公司的实际情况，分析出WY公司员工离职影响因素， 并提出针对性的解决措施。基于此研究目的，本文首先介绍了本文的研究背景，从研究 背景发现WY公司存在员工高离职率的问题，这一问题严重影响了WY企业的经营绩 效。因此若想提高WY企业的企业绩效，可以从降低员工离职率出发。 为了对员工离职的研究现状有个全面的了解，在绪论部分对国内的相关研究进行了 梳理，从而为本文的研究逻辑和框架打下基础。在搭建好相关理论知识框架之后，文章 对WY公司的发展历程、组织架构、员工现状以及以往为了降低员工离职率而采取的一 些措施进行了介绍。通过设计、发放以及回收问卷的方式调查了目前WY公司员工离职 现状，再根据回收回来的问卷的结果对WY公司员工离职原因进行分析。经过分析得到， WY公司员工离职的主要原因在于：很多企业员工离职频繁的问题日益凸显，其中，高 层管理人员多是因为在WY公司多年工作中学习经验后掌握客户资源进行自主创业，需 要认真对待，因为这样的人离职会导致员工流失和竞争对手的出现。中层员工多会因为 企业文化建设不足和对手企业的挖人进行离职。新入职员工多因为目前的薪酬待遇不理 想以及广州生活成本较高而导致离职。最后根据分析出来的WY公司员工的离职原因， 通过完善人才选聘制度、建立员工离职管理制度来降低高管离职情况和保障离职后对企 业尽量少的影响；建立有效的沟通机制、加强企业文化建设来提高企业中层员工对企业 的忠诚度；建立良好的激励制度来满足员工对自身收入的预期，本文提出了针对性的解 决措施来降低WY公司员工的离职率。 关键词：员工离职；离职因素；对策 II Abstract With the development of science and technology, the improvement of world economic integration and the continuous reform of the domestic employment system, talent has become an important factor for enterprises to gain market competitiveness in the 21st century. In today's society, human resources have been recognized as an important strategic resource of enterprises. The competition between the major enterprises has become from the original production resources competition to talent competition. Secondly, at present, the Government strongly encourages entrepreneurship to promote employment, and has given great manpower and material support to entrepreneurs. Under the influence of increasing competition in the industry and government support policy, the turnover rate of employees is generally higher in various industries in China. WY Company is an IT company, it is also facing the huge competitive pressure coming from the high turnover of employees , the separated employees going to rival companies or start-up in the same industry, which results in the company's performance has not been ideal. Therefore, the author hopes to review the past research results of staff turnover, combined with the actual situation of WY Company, and analyze the WY company staff turnover influence factors, and put forward targeted solutions. Based on this research objective, this paper firstly introduces the background of this paper, and finds out the problem of high turnover rate of employees in WY Company from the background of research, which seriously affects the management performance of WY. Therefore, if we want to improve the enterprise performance of WY, we can start from reducing employee turnover rate. In order to have a comprehensive understanding of the research status of staff turnover, this paper combs the relevant research in the introduction part, and lays the foundation for the research logic and framework. After building up the relevant theoretical knowledge framework, the article introduces the development process, organization structure, staff status and some measures taken in the past to reduce the turnover rate of employees in WY. Through design, distribution and recovery of questionnaires to investigate the current WY company staff turnover, and then according to the results of the questionnaire, the article analyzes the reason of staff turnover. WY company staff turnover is mainly due to the internal factor such as imperfect company's management system, the imperfect compensation system,and he lack of enterprise culture construction, also due to the external factor such as external enterprise competition, high cost of living external environment factors, as well as employee's cognition to the industry, family factors and other employee's own factors. Finally, based on the analysis III of the reasons for the turnover of WY company employees, this paper puts forward some specific measures to reduce the turnover rate of WY company employees. Key words: Employee turnover；turnover factor；countermeasures IV 目录 摘要 ................................................................................................................................... I Abstract ............................................................................................................................. II 第一章 绪论 ....................................................................................................................... 1 1.1 研究背景 ................................................................................................................... 1 1.2 研究目的和意义 ....................................................................................................... 1 1.3 相关理论介绍 ........................................................................................................... 2 1.3.1离职概念和种类 ................................................................................................ 2 1.3.2离职影响因素 .................................................................................................... 3 1.3.3离职模型 .......................................................................................................... 12 1.3.4员工激励理论 .................................................................................................. 14 1.4 研究内容与方法 ..................................................................................................... 14 1.5论文结构 ................................................................................................................. 15 第二章 WY公司相关情况介绍 ..................................................................................... 17 2.1 WY公司概况 .......................................................................................................... 17 2.1.1 WY公司的发展历程 ....................................................................................... 17 2.1.2 WY公司的组织框架 ....................................................................................... 17 2.1.3 WY公司员工现状 ........................................................................................... 18 2.2 WY公司以往的重大改革举措 .............................................................................. 20 2.2.1 重大举措介绍 ................................................................................................. 20 2.2.2重大举措的最终结果 ...................................................................................... 22 2.3本章小结 ................................................................................................................. 23 第三章WY公司员工离职现状分析 .............................................................................. 24 3.1 确定调查对象与调查目的 ..................................................................................... 24 3.2 调查方法的选择 ..................................................................................................... 24 3.3 问卷的设计 ........