摘要
摘要
近年来，随着人民生活水平的不断提高，家庭对于孩子综合素质教育需求
的日益增加，舞蹈逐渐成为了大部分孩子业余时间的特长培训课程之一。但同
时，随着各类民办舞蹈培训学校的的发展规模不断扩大，舞蹈培训学校的内部
师资管理混乱，至使舞蹈培训学校的员工流失现象严重。员工的流失不但直接
影响教学成果，更影响了舞蹈培训学校的有序发展。
本文基于马斯洛需求层次理论、勒温场理论、Price-Mueller雇员离职模型、
Mobley中介链模型，采用文献综合分析法、个人访谈法、案例分析法、梳理统
计法，针对 L舞蹈培训中心的员工流失问题进行全面系统的研究。通过梳理 L
舞蹈培训中心员工流失及人力资源管理的总体概况，分析了员工流失对 L舞蹈
培训中心的发展影响。同时与已离职的 20名员工进行深度访谈，分析 L舞蹈培
训中心员工流失的特点是离职员工多为女性，年龄集中在 25岁至 30岁之间，
工作年限集中于高于一年小于三年，离职员工的主要工作岗位为专职舞蹈教师，
离职员工学历大多为综合类大学管理类本科。而人员流失原因分别是职业发展
受限、人际关系不和谐、薪酬福利不合理、工作强度较大、部分非工作价值观
及突发偶然性的原因、工作满意度较低。最后为了解决 L舞蹈培训中心员工的
存在的员工流失问题，笔者从重视员工的职业发展、改善员工的人际关系、提
高员工的薪酬福利、提升高效的管理模式四个方面提出对策建议。以期望能够
对 L舞蹈培训中心起到消除人员流失的负面影响，提高 L舞蹈培训中心声誉，
促进稳定发展，并且对同样从事舞蹈培训欧亿·体育（中国）有限公司的其他民办舞蹈培训学校提供一
定的实践参考意义。
关键词：舞蹈培训中心；员工流失；马斯洛需求层次理论；职业生涯规划
I

Abstract
Abstract
In recent years, with the continuous improvement of people's living standards
and the increasing demands of families for children's comprehensive quality
education, dance has gradually become one of the special training courses for most
children in their spare time. But at the same time, as the scale of development of
various private dance training schools continues to expand, the internal teacher
management of the training center is chaotic, resulting in a serious loss of employees
in dance training schools. The loss of employees not only directly affects the teaching
results, but also affects the orderly development of dance training schools.
This article is based on Maslow’s hierarchy of needs theory, Lewin’s field theory,
Price-Mueller employee turnover model, and Mobley intermediary chain model. It
uses comprehensive literature analysis, personal interviews, case analysis, and
combing statistics. Conduct a comprehensive and systematic study on the issue of
employee turnover. The overall situation of employee turnover and human resource
management in the L Dance Training Center was sorted out, and the impact of
employee turnover on the development of the L Dance Training Center was analyzed.
At the same time, we conducted in-depth interviews with 20 employees who had
resigned, and analyzed that the characteristics of the loss of employees in the L Dance
Training Center are that the female employees are larger than the male employees, the
age characteristics are between 25 and 30 years old, and the working years are more
than one year and less than one year. In the three years, the main job position of the
resigned employees is a full-time dance teacher, and most of the resigned employees
have a comprehensive university management undergraduate degree. The reasons for
personnel turnover are limited career development, disharmony in interpersonal
relationships, unreasonable salary and benefits, high work intensity, some non-work
values and unexpected accidental reasons, and low job satisfaction.
Finally, in order to solve the problem of employee turnover in the L dance
II

Abstract
training center, the author started from paying attention to employee career
development, improving employee interpersonal relationships, improving employee
compensation and benefits, improving efficient human resource management systems,
and realizing multi-channel funding. Propose countermeasures and suggestions in six
aspects: crisis and establishing reasonable business strategy. It is hoped that it can
eliminate the negative impact of the loss of personnel, improve the reputation of the
training center, promote the stable development of the L dance training center, and
provide a certain practical reference for other private dance training schools that are
also engaged in the dance training industry.
Keywords: dance training center; employee turnover; Maslow's hierarchy of
needs theory; career planning
III
。。。以下略