随着“引气入赣”战略实施，江西省天然气欧亿·体育（中国）有限公司发展迅速。然而，在发展势 头良好的情况下以来，员工的离职问题日益突出，天然气企业员工的主动离职率 超过了该欧亿·体育（中国）有限公司的平均离职率，导致该欧亿·体育（中国）有限公司的员工严重紧缺，不但对企业发展的稳 定性和可持续性造成严重影响，还会出现经营成本浪费、关键岗位缺失、公司凝 聚力和向心力下降等诸多问题。因此，在发展和竞争日益激烈的当下，如何降低 企业人才流失成为该类型企业密切关注的课题。 本文以JNC公司为背景，深刻剖析公司目前人才流失现状和特点、人才流失 问题导致的不良影响，通过对JNC公司流失人才的调查问卷，结合对公司离职人 员的访谈记录，经过数据的梳理，从多角度分析JNC公司人才流失的影响因素， 并结合相关理论依据，制定出科学的治理对策以解决JNC公司人才流失问题，并 且为其他天然气公司的人才管理工作起到一定的帮助和借鉴作用。 本论文共分为六部分，第一部分是绪论，简要介绍了本论文的研究背景和意 义、国内外研究动态、撰写思路、内容及研究方法；第二部分概述了相关人才流 失模型和理论，是本文研究的基础；第三部分着重分析JNC公司的人才流失现状、 人才流失特点以及人才流失带来的不良影响；第四部分是JNC公司人才流失问卷 的设计和影响因素的展开分析；第五部分是就JNC公司人才流失的原因，提出针 对性对策；第六部分则是总结全文。 关键词：天然气公司；人才流失；影响因素；对策 II Abstract Accompanied with the implementation of the Strategy of “Diverting Gas into Jiangxi”, the natural gas industry in Jiangxi Province has got rapid development. However, the problem of employee turnover has become increasingly serious under the background of good development momentum. The active turnover rate of employees in natural gas enterprises has exceeded the average turnover rate of the industry, which triggers a serious shortage of employees in the industry. For one thing, it not only has a strong impact on the stability and sustainability of enterprise development; for another, it has caused a series of problems, such as a waste of operating costs, increased recruitment and training costs, company cohesion reduction and the decrease of production and work efficiency. Therefore, how to reduce the brain drain has become a topic that is closely concerned about this type of enterprises in the current society of increasingly fierce development and competition. Based on the background of JNC Company, the Paper deeply analyzes the current situation of brain drain of the Company and the adverse effects of brain drain on the Company. Through the questionnaire survey of JNC Company’s employees that take the initiative to put forward turnover, the interview records of the Company’s employees and data sorting and statistics, the Paper analyzes the influencing factors of the Company’s employee drain from the aspects of external opportunities of the industry, internal factors of the enterprise and employees’ own factors. The corresponding countermeasures to solve the problem of brain drain suitable for the actual situation of JNC Company are formulated in combination with the relevant human resource theory, and for other natural gas companies talent management work plays a certain help and reference role. The Paper is divided into six parts. Part I is the introduction, which briefly introduces the research background and significance. Part II is about the related brain drain model and theoretical overview that cover the concept of talent and brain drain, the classic model of brain drain, incentive theory support and brain drain factors, which are the research bases of the Paper. Part III mainly introduces the general situation of JNC Company and the current situation of brain drain while emphasizing the problems and adverse effects due to brain drain. Part IV summarizes and analyzes the main reasons of the Company’s employee drain by sorting questionnaire surveys III and interview records for separated employees from the Company. Part V puts forward some targeted and effective suggestions and measures based on the reasons for employee drain and the actual situation of the Company. Part VI is the summary of the whole paper.