【作者】 刘颖；

【导师】 孙遇春；

【作者基本信息】 同济大学 ， 企业管理， 2008， 硕士

【摘要】 经济全球化的深入和知识经济的发展使得现代企业间的竞争演化成为了人才特别是高级人才的竞争。猎头以拥有核心能力和掌握核心资源的关键性人才为经营对象,是公司招聘高级人才的重要渠道。随着国内对猎头业的认同和人才市场的开放,中国的猎头业正在飞速发展,并拥有广阔的发展前景。猎头业的蓬勃发展导致了对优秀的猎头员工大量的需求。而目前国内猎头人才比较稀缺,猎头公司之间员工流动现象频繁,即其具有较高的员工离职率。因此,培养、激励、保留员工已经成为猎头公司管理者的重要职能。跨国猎头公司既具有规范的操作流程和优秀的管理模式,又拥有在中国经营的宝贵经验,所以其能够代表中国猎头业的发展方向。因此对跨国猎头公司的员工离职问题的研究会为整个猎头业员工离职问题研究起到借鉴作用。本研究以跨国猎头公司的发展现状为背景,以跨国猪头公司的员工为研究对象,对影响其离职意向的因素进行深入的理论分析和实证研究。理论分析部分,一方面,归纳梳理国内外学者关于员工离职动因模型和员工离职影响因素理论,另一方面,在对跨国猎头公司员工离职现状分析的基础上归纳出跨国猎头公司员工离职意向的影响因素,从而提出跨国猎头公司员工离职动因预测模型。实证分析部分,通过访谈调查和问卷调查,修正员工离职动因预测模型。最后,针对研究结果提出员工保留的建议,以期为猎头业管理者提供实践性指导,实现对员工离职问题的预警、控制和管理。更多还原

【Abstract】 With in-depth economic globalization and development of knowledge economy, the competition between modern enterprises evolves talents competition, especially senior talents competition.Head-hunting focuses on key personnel for operational targets who have core competencies and mastery of core resources, which are the important channels of enterprise recruiting senior talents. With head-hunting industry being accepted and talent market opened, Chinese head-hunting industry is developing rapidly, and has a bright developing prospect.Flourish of head-hunting industry results in great requirement of excellent head-hunting employees. At present, domestic head-hunting talents are scarce, employee turnover phenomenon is frequent, and emplyee separation rate is high. Training, incenting and retaining staff has been important function of head-hunting corporation managers. Multinational head-hunting enterprises have not only normative operational processes and excellent management model but also valuable bussiness exprerience in China. So they can be representative of the development direction of headhunting industry in China. So research on the employee turnover of multinational head-hunting enterprise will have a reference effect on head-hunting industry employee turnover.Based on the development status of multinational head-hunting enterprise, the paper makes deeply theoretical and empirical studies on multinational head-hunting enterprise employee and the influence factors of employees’ turnover intention. Theorectical analysis, on one hand, summarizes studies from domestic and foreign scholars on employee turnover model of dynamic and employee turnover factors theory, on the other hand, analyzes the influencial factors of multinational head-hunting enterprise emplyee turnover intention, then presents multinational head-hunting enterprise employee turnover forecast dynamic model. Empiristic analysis, through interviewing probe and questionnaire survey and multiple statistical analysis method, amends employee turnover forecast model of dynamic. Finally, according to the result, the paper presents suggestion for retaining employee, and then expects to give practical guidance to head-hunting managers, aiming at implementing employee turnover warning, control and management.更多还原