员工离职对企业绩效的影响——研究述评与一个解决路径  

The Influences of Employee Turnover on Firm Performance——a Review and a Possible Solution

作　　者：倪昌红[1,2] 张洁慧[2] 

机构地区：[1]安徽大学商学院,安徽合肥230601 [2]江西理工大学经济管理学院,江西赣州341000

出　　处：《石家庄经济学院学报》2015年第3期74-84,共11页Journal of Shijiazhuang University of Economics

基　　金：国家自然科学基金"员工动态匹配视角下的离职对企业绩效之影响研究"(71462019);"企业员工群体离职的触发因素;表现形态及其作用机制研究"(71162016);"江西省典型有色金属企业社会责任驱动机制研究"(14SKJD24);"江西省赣鄱英才555工程"项目

摘　　要：员工大规模理智相比个人离职而言对企业的影响更大,近5年来组织整体层面的离职问题正成为研究热点。以往研究大多以个体离职原因与过程为重点,而关于组织层面的离职与企业绩效间的关系却结论迥异,且极少刻画两者间的作用过程。因此亟待改进离职研究以更好地解释"不同的离职对企业绩效影响何以不同"的现象。论文以对员工离职与企业绩效间的研究回顾为基础,提出以人力资本理论为依据,划分组织整体离职和企业绩效的维度,探究离职与企业绩效间的复杂关系。同时,指出基于社会资本理论并整合个人——环境匹配的研究,构建员工的动态匹配模型,并以员工匹配及其动态变化、企业社会资本及其动态变化为中介,是解释员工离职对企业绩效的作用机理的一个可能理论视角与途径。Compared with the influences of employees＇ individual turnover on firms,influences of employees＇ collective turnover on firm is more far-reaching. Thus,organizational level turnover has been becoming a hot research topic. In literature,more attention is paid on the antecedents and processes of individual level turnover,however,the relationships between organizational level turnover and firm performance are quite different and few studies give explanations on the influential processes. So more studies are required to answer the question why different turnovers have different influences on firm performance. This research,based on the review of studies on employee turnover and firm performance,puts forward that the human capital theory and dimensional divisions of firm performance are essential for exploring the complex relationships between turnover and firm performance. Meantime,it suggests that the integration of person-environment fit and social capital perspectives,construction of employees＇ dynamic fit model,and the mediation roles of them are a possible solution to explain the influential paths between employee turnover and firm performance.

关 键 词：整体离职 动态匹配 离职质量 企业绩效 环境复杂性 

分 类 号：F270[经济管理—企业管理]