组织职业生涯管理对员工离职意愿的影响研究毕业论文.docVIP

毕业论文 （20_ _届） 组织职业生涯管理对员工离职意愿的影响研究 摘 要 随着经济全球化和区域集团化发展，以及企业规模的不断发展壮大，人才资源已经成为企业发展的重要资源，企业在人力资源管理中所投入的人力、物力和财力越来越多。因此，如何留住人才，更好地发挥企业内部人才的作用，在最近几年被越来越多的企业所重视。同时，作为企业的人力资源管理部门，面临的首要问题，就是要解决好企业现有员工的非正常离职。因为，企业员工的离职对员工本人、企业、社会都会产生一定的影。一方面，过高的企业员工离职率会导致企业工作效率低下，熟练员工匮乏，企业日常运作成本的增加；另一方面，给企业的长期、稳定的发展带来了一定的阻碍。 基于人才的重要性以及离职意愿对企业的影响，专家学者也纷纷对员工离职的原因、离职模型、离职的影响因素等方面展开了广泛的研究。 与众多学者的研究一样，本文从组织职业生涯管理的角度出发，聚焦于企业现有的组织职业生涯管理措施与员工实际感知的匹配度，来探讨两者的匹配差距对员工离职意愿产生的影响。 本文首先对与本研究相关的文献进行分析总结，在此研究的基础上提出研究的模型以及假设；其次，通过员工离职申请单、员工面谈、问卷调查三种方式展开实际的调查研究。最后，通过统计软件SPSS对问卷调查的数据进行信度与效度、因子、相关性、回归分析以验证本研究的假设。最后，通过研究、分析得出本研究的结论，为企业的员工离职率、离职意愿的降低提供合理的建议。 关键词：组织职业生涯管理；离职现状；离职意愿；降低 Abstract Along with the development of economic globalization and regional collectivization, and enterprise scale continuous development, talent resources have become important resources for the development of the enterprise. Therefore ,how to retain talents, better play to the role of talents has become the focus of each enterprise. Because, on the one hand, the enterprise staffs departure for employee, enterprise and society will produce certain effect. On the other hand, the organization of career management in recent years by more and more enterprises to, and more frequently used to enterprise human resources management of daily. Talent is enterprises important resources, and how to retain talents, better play to the role of talents has become the focus of each enterprise. Therefore, how to retain talents, better to play the role of enterprise internal talent, in recent years by more and more enterprises to. Because, on the one hand, over-high enterprise employee turnover rate increased enterprise daily operation cost; On the other hand, to the enterprise long-term, stable development has brought some obstacles. Meanwhile, experts and scholars also in succession of employee turnover reasons, quit model, leaving the influence factors of such aspects of the research. As with many scholars research, this article from the o