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论文编号：	5525
作者编号：	2120112503
上传时间：	2013/6/10 0:22:16
中文题目：	知识型员工职业生涯初期离职问题的原因及策略研究
英文题目：	The Research on Influence Factors and Measures of the Turnover of Knowledge Workers in Their Early Career
指导老师：	张立富
中文关键字：	知识型员工;职业生涯初期;离职
英文关键字：	Knowledge Worker;Early In Their Career;Turnover
中文摘要：	随着知识经济时代的到来，对于知识型员工职业生涯初期的离职问题的研究已引起经济学、社会学和组织心理学等学科领域学者的高度重视。本研究旨在详细梳理有关理论，进一步发展关于知识型员工职业生涯初期离职问题的有关理论和研究成果；并且在实践层面指导企业建立与职业生涯初期的知识型员工特点相匹配的人力资源激励体系来抑制其离职，获得持久的竞争优势。 本文采用文献研究方法和案例研究方法，界定知识型员工、职业生涯管理、职业生涯初期和离职等有关概念，梳理职业生涯管理理论、职业生涯阶段理论和多变性职业生涯理论等理论基础，参考国内外关于离职的研究、关于组织职业生涯管理与离职的研究。 在理论支撑下，本文分析得出知识型员工职业生涯初期离职的的特征，并且由此推演出知识型员工职业生涯初期离职的原因。笔者将导致知识型员工职业生涯初期离职的原因归纳成是三个层面，即个人层面原因、企业层面原因及社会层面原因。 在此基础上，本研究结合职业生涯发展有关理论，建立了以成就激励机制为基础，以个人发展激励机制为支撑，以报酬激励机制为核心的知识型员工职业生涯初期离职管理机制体系。其中，建立成就激励机制包括：实施竞争上岗、加强员工授权、培养团队协作；建立个人发展激励机制包括：注重培训学习、促进职业生涯规划、优化工作设计；建立报酬激励机制包括：提高薪酬吸引力、兼顾精神报酬、实施股权激励。 最后，本研究以知识型员工职业生涯初期离职问题较为典型的Y会计师事务所为案例，通过访谈与资料收集，对上文提到的原因及策略机制进行验证。 本研究采用案例研究方法来探索具有理论意义的研究课题，从理论层面深入剖析问题，寻找全面而清晰的机制原理，为相关主题的后续研究提供了重要理论支持。
英文摘要：	With the advent of the era of knowledge economy， the research on turnover of knowledge workers in their early career has attracted a high degree of attention of scholars in the field of economics， sociology and organizational psychology and other disciplines. This study aims to combe detailed theory， develop relevant theory further and research on the separations of the knowledge workers early in his career; guide enterprises to establish a HR incentive system which matchs knowledge workers’ characteristics in early career so that they can obtain a sustainable competitive advantage. The paper uses literature research method and case study method，defines knowledge workers， career management， early career and turnover，and combes career management theory， the theoretical basis of the stage theory of career and variability career theory. Also , it references to domesticoutside on separations， organizational career management and turnover. With the help of these theories， the paper analyes the characteristics of knowledge workers’ turnover in their early career， and deduces the reason for knowledge workers’ turnover in their early career. The paper will result in the reasons for the early career of knowledge workers turnover which are grouped into three levels， including personal level， the corporate level and social level . Among them， the personal level causes include age， short length of service， highly educated and distinctive personality traits; enterprise level causes include unreasonable employment mechanism， unreasonable remuneration mechanisms， irrational human resources development mechanism and poor working environment; social level causes include the level of macro-economic development， the labor market gap， the labor system impact and the level of science and technology. With these career development theories， the author established a mechanism system where a reward incentive mechanism is the core， achievement incentives are the protection and personal development incentives are complement. Among them， the establishment of compensation incentives include: strengthen remuneration attraction implementation of equity incentive， taking into account the spirit of the remuneration; incentives to achieve success， including: strengthening employee empowerment， develop teamwork implementation through competition; create a personal development incentives include: optimization design， focus on training and learning， and to promote career planning. Finally，the paper takes turnover of knowledge workers early in their career in Y CPA as an example. The paper hopes to verify the above-mentioned reasons and policy mechanism through interviews and data collection， This study explored the theoretical significance of the research topic through the case study method. It found a comprehensive and clear mechanism principle from the theoretical level-depth analysis of the problem.
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