Abstract
Research on current situation and countermeasures of
banking outlet employee turnover of YL Rural
Commercial Bank
Business administration major
Graduate students Jingjing Xu
Supervisor Xiaoyan Zhu
Abstract：With the continuous improvement of domestic financial environment in
recent years ,China’s economy has entered a new development cycle. This change has
led to a more complicated and changeable economic environment in China, which is a
huge challenge for the supervision and development of China's banking industry. The
emerging of the internet financial industry and the advent of the financial technology
time have a huge impact on the market development of the banking industry, includes
various resources competition. As a human-capital-intensive industry, high-quality
employees have always been a scarce resource in banking. Excellent business ability
and high professional quality staff is the essential foundation
for every bank in
competition and development. As a financial organization with special mission in China,
rural commercial banks have played a pivotal role in promoting the economic
development of Agriculture, Farmers and Village.But in the meantime, rural commercial
banks are mostly located in rural areas where resources and conditions lag behind the
cities, resulting in a serious brain drain problem.
Taking YL rural commercial bank as the research object, combined with literature
search and other methods, this paper studies YL Rural Commercial Bank branch outlet
employee turnover situation Firstly, the core concepts of grassroots employees and
employee turnover are defined, and the relevant models and theories of the research are
introduced. Then a brief introduction to YL Rural Commercial Bank, analysis of its
current employee turnover, the characteristics of employee turnover, the various
impacts of banking outlet employee loss for the bank,etc. Then, a questionnaire survey
was conducted on the job satisfaction and resignation intention of the in-service line
employees, and a follow-up interview was conducted on the resigned line employees for
better understand of their leaving reasons. Through questionnaire and interview,
combining YL Rural Commercial bank's actual situation, comprehensive analysis of the
cause of losing staff, including: cut salary create a huge psychological gap, less
unscientific performance evaluation system, promotion channel is not smooth, working
II

四川师范大学硕士学位论文
environment is relatively bad, staff training mechanism is imperfect, leadership
affect employee stability, etc. Finally, based on the reason analysis, the following
countermeasures are proposed for YL Rural Commercial Bank's employee turnover:
improve the salary and welfare system, improve the performance appraisal system, keep
the promotion channels unblocked, improve the working environment,complete the
employee training mechanism and performance evaluation system, reduce the effect of
leadership factors, etc., in order to further improve the phenomenon of employee
turnover of YL Rural Commercial Bank, and effectively ensure the stability of the
bank's human resources team.
Key words: YL Rural Commercial Bank, banking outlet employee， employee
turnover
III

目次
目次
摘要 ........................................................................................................................................................I
Abstract...................................................................................................................................................II
目次.......................................................................................................................................................IV
1绪论.....................................................................................................................................................1
1.1研究背景..................................................................................................................................1
1.2研究目的与意义......................................................................................................................2
1.2.1研究目的.......................................................................................................................2
1.2.2研究意义.......................................................................................................................2
1.3国内外文献综述......................................................................................................................2
1.3.1对员工离职流失原因的研究...................................................................................... 2
1.3.2对员工流失影响的研究.............................................................................................. 4
1.3.3对降低员工流失率的研究.......................................................................................... 5
1.3.4研究述评.......................................................................................................................6
1.4研究思路与方法......................................................................................................................6
1.4.1研究思路.......................................................................................................................6
1.4.2研究内容.......................................................................................................................7
1.4.3研究方法.......................................................................................................................8
1.5研究创新与不足......................................................................................................................9
1.5.1研究创新.......................................................................................................................9
1.5.2研究不足.......................................................................................................................9
2核心概念和理论基础.......................................................................................................................10
2.1核心概念................................................................................................................................10
2.1.1基层员工.....................................................................................................................10
2.1.2员工流失.....................................................................................................................10
2.2理论基础................................................................................................................................10
2.2.1激励理论.....................................................................................................................10
2.2.2员工流动理论.............................................................................................................12
2.2.3员工满意度理论........................................................................................................ 13
3 YL农商银行基层员工流失现状与影响.........................................................................................14
3.1银行及员工基本情况............................................................................................................14
3.1.1银行基本情况.............................................................................................................14
3.1.2员工基本情况.............................................................................................................14
3.2 YL农商银行员工流失现状.................................................................................................. 15<