摘要
银欧亿·体育（中国）有限公司之间的竞争，其实质是银行核心人才的竞争，特别是当前信息和互联网技
术的不断更新换代及银欧亿·体育（中国）有限公司务创新日新月异的大背景下，银欧亿·体育（中国）有限公司要想自身具备较强的竞
争力并取得长足发展，必须拥有人才资源这一第一生产力。现代企业发展壮大的实践一
再证明，谁拥有优秀人才，谁就能在激烈的市场竞争中抢得先机、占据主动，银欧亿·体育（中国）有限公司也
不例外。如果说拥有优秀人才资源是银行取得市场竞争力的途径，那么，吸引并留住人
才，是银行银欧亿·体育（中国）有限公司人力资源战略管理的核心和关键。当前，随着银行竞争的加剧，优秀
人才的流动和离职问题已经无法避免和回避，如何建立优胜劣汰的竞争机制，发挥人才
的比较优势，成为银行人力资源管理的重中之重。近年来，随着银行同业竞争加剧，其
他欧亿·体育（中国）有限公司优厚待遇对人才的吸引，人员流失特别是优秀人才的离职比较明显，为了帮助 J
银行解决员工离职问题，本文选取 Price-Mueller（PM）模型作为研究工具，对 J银行
员工离职影响因素进行研究。
论文首先采用文献分析法，对国内外关于银行员工离职影响因素、离职因素分析模
型、员工离职策略等方面的研究成果进行总结，为本文研究提供理论依据。其次，在需
求理论、期望理论和激励理论等人力资源理论基础上，利用 PM模型分析 J银行员工离
职因素。再次，采用问卷调查法，向 J银行 379名员工发放调查问卷，获取离职因素分
析数据支撑。最后，利用 SPSS软件计算相关数值，探究各项变量与员工离职相关性。
结果表明，组织承诺、工作满意度、工作自主权、关系、职业成长机会、分配公平性、
薪酬、晋升机会、领导方式、转换成本、可选择工作机会、一般培训、工作参与度与员
工离职之间显著负相关；单调性及退出倾向与员工离职之间显著正相关。
本文依据各项变量与员工离职因素相关性调查结果，提出岗位调整合理化、员工晋
升渠道拓展、绩效评估体系建设优化、银行文化及氛围营造等 4项 J银行员工离职应对
建议,旨在提高 J银行人才资源管理水平，提升员工满意度及员工忠诚度，从而减少J
银行人才流失，促进企业不断发展。
关键词：员工离职；Price-Mueller模型；绩效评估；人力资源管理
I
Abstract
The essence of the competition among the banking industry is the competition of core
talents in the banking industry. In particular, the current information and Internet technology
are constantly updated and the banking business innovation is changing day by day. For
long-term development, we must have human resources as the primary productive force. The
practice of the development and growth of modern enterprises has repeatedly proved that
whoever has outstanding talents can seize the opportunity and take the initiative in the fierce
market competition, and the banking industry is no exception. If it is said thathaving
excellent human resourcesis the way forbanks to gain marketcompetitiveness, then
attracting and retaining talents is the core and key to the strategic management of human
resources in the banking industry. At present, with the intensification of banking competition,
the mobility and turnover of outstanding talents can no longer be avoided. How to establish a
competition mechanism for the survival of the fittest and give full play to the comparative
advantages of talents has become the top priority of the bank's human resource management.
In recent years, with the intensification of inter-bank competition, other industries’favorable
treatments have attracted talents, and the turnover of personnel, especially the resignation of
outstanding talents, has become more obvious, restricting the development of Bank J. In
order to help Bank J to solve the problem of employee turnover, this paper selects the
Price-Mueller (PM) model as a research tool to study the influencing factors of Bank J's
employee turnover.
The thesis first adopts the literature analysis method to summarize the research results on
bank employee turnover factors, turnover factor analysis models, and employee turnover
strategies at home and abroad, and provide a theoretical basis for the research of this article.
Secondly, on the basis of human resource theories such as demand theory, expectation theory
and motivation theory, the PM model is used to analyze J Bank's employee turnover factors.
Thirdly, the questionnaire survey method was adopted to distribute questionnaires to 379
employees of J Bank to obtain the data support of analysis of resignation factors. Finally, use
SPSS software to calculate relevant values and explore the correlation between various
variables and employee turnover. The results show that organizational commitment, job
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