90 后员工离职原因及对策研究—以广东省为例【摘要】随着时代的更替，如今“90”后员工正在成为社会就业趋势的主流，为社会各大企业输入新的力量，但同时也为企业的人才管理带来了一系列新的挑战。而初入社会职场的“90”后新员工因其高离职率成为社会各界的关注点，对于其离职的原因仍无一致的结论。为探索“90 后”员工离职原因，本文从人力资源管理角度出发，通过文献查阅法、问卷调查法、访谈法、统计分析法等，在对相关员工离职理论进行研究的基础上，结合“90 后”员工的特点，以问卷调查形式对影响“90 后”员工离职的因素进行探讨，另外以直接访谈的形式来了解“90”后员工对于离职的看法以及具有普遍性的心理特征。最后结合上述调查结果提出相对应的降低“90 后”员工离职率的对策建议。根据调查的结果，从“90 后”员工的个性特征入手，从不同方面分析造成其离职的原因，得出影响“90 后”员工离职的原因主要有下面几点：薪酬福利待遇不合理、个人职业生涯得不到发展、公司人际关系不和谐、工作压力过大、晋升机制不合理等。笔者针对具体原因分别总结归纳出相应的对策建议。【关键词】“90 后”；员工离职；离职原因；对策； Research on the Causes and Countermeasures of Post-90s Employees’ Turnover—Taking Guangdong Province as an Example [Abstract]With the replacement of the Times, "post-90s" employees gradually become the main force of social employment, injecting a batch of fresh blood for the development of enterprises, but also for the enterprise's talent management has brought a series of new challenges. The "post-90s" new-born employees have attracted the attention of the society because of their high turnover rate, but there is no unanimous conclusion about the reasons behind their turnover. Therefore, from the perspective of Human Resource Management, in order to explore the reasons for "post-90s" employees to leave their jobs and related countermeasures, through Literature Review, questionnaire survey, communication interview and statistical analysis, first of all, based on the review of relevan...
