员工离职路径和过程模型的研究进展  

The Progress of Research on the Path and Process Model of Employee Turnover

作　　者：吉云[1] 

机构地区：[1]汕头大学商学院,汕头515063

出　　处：《管理学家（学术版）》2011年第4期29-40,共12页

基　　金：国家自然科学基金项目"民营企业经理人进入障碍的实证分析与治理机制研究"(批准号:70372055);"汕头大学创新团队建设项目(ITC10004)"的资助

摘　　要：员工自愿离职对公司绩效具有重大的负面影响,其发生遵循一定的过程和顺序。本文对离职文献进行梳理和分析,归纳出四类主要的离职路径和过程模型,包括经典离职过程模型、中介联系模型、自愿离职展开模型以及"嵌入"模型。这些模型的共同点是强调了工作满意度、其他工作机会等等方面的感知转变为实际离职决策的过程,这可为企业针对离职各阶段设计和构建员工流失预控体系提供有益启示。Employee voluntary turnover has significant negative impact on the performance of company. Its occurrence follows a certain process and path. This paper screens and analyzes the literatures on turnover, and concludes four path and process models of turnover. These include classical turnover process model, intermediate linkage model, unfolding model of voluntary turnover and ＂embeddedness＂ model. These models in common highlighted the process through which the perception of job satisfaction, other job opportunity, etc. resulted in actual turnover. In term of these analyses firms can design and construct employee turnover forewarning management system aiming at different stage of turnover.

关 键 词：自愿离职 过程模型 离职防范措施 

分 类 号：F272.92[经济管理—企业管理]