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年 月日
摘 要
I
摘 要
村镇银行是健全我国农村地区金融体系，旨在为农民、农业和农村经济发展提供金
融服务，进而更好的服务于新农村建设的商业银行。近年来金融行业迅猛发展，银行间
竞争不断加强，而银行间竞争的本质则是人才的竞争。由于村镇银行一般建设地为村镇，
其规模和体量较小，对人才的吸引力较弱，导致村镇银行员工流失问题严重，影响了村
镇银行的长期健康发展。因此，深入开展村镇银行员工流失问题研究，分析员工流失问
题原因，对村镇银行维持员工队伍稳定，保证核心竞争力具有重要意义
本文以榆林MS村镇银行为研究对象，基于调查研究探析了村镇银行的员工流失的
问题、成本和原因。首先，通过资料分析和实地调研收集了MS村镇银行员工流失的历
年数据，从学历、岗位、性别、年龄、员工流向等维度进行统计分析，明晰了MS村镇
银行的员工流失现状，发现该银行近两年员工流失率处于高位，而同行业流转则是村镇
银行员工流失的主方向。其次，借助问卷调研和面对面访谈等工具剖析了引发村镇银行
员工流失的关键原因，主要包括银行外部原因、银行内部原因和员工个人原因三类。再
次，基于榆林MS村镇银行员工流失现状分析，依据激励理论、公平理论、心理契约理
论，借鉴优秀企业员工预防流失问题管理最佳实践，结合MS村镇银行的发展目标，从
完善薪酬体系、优化晋升渠道、加强职业培训和善用精神激励四个方面制定了预防员工
流失的方案。最后，为了保证员工流失预防方案的有效实施，提出了包括文化保障、组
织保障、技术保障和管理保障四个方面的保障措施
关键词：村镇银行；员工流失；流失成本；防范措施
西北大学硕士学位论文
II
Abstract
Rural banks which is one kind of commercial banks aims to improve the financial systems of
the rural areas in the country, provide financial services to farmers, agriculture and rural
economy, and better serve the new rural construction. In recent years, with the rapid
development of the financial industry, interbank competition has become more and more
intense, and the essence of the competition among banks is the competition of qualified
personnel. In general, rural banks which were located in villages and towns are small and less
attractive to the talent, which leading to the serious loss of rural bank bankers, and seriously
affecting the long-term healthy development of rural banks. Therefore, it is of great
significance for maintaining a stable workforce of rural banks and guaranteeing its core
competitiveness by deeply studying the problem of the turnover of village banks and
analyzing the causes of the loss of personnel.
This article takes MS rural bank as the research object and analyzes the problem of the loss of
rural bank. First of all, this article analyzes the current situation of the loss of personnel from
the perspectives of academic qualifications, job position, gender, age and personnel flow
through the interviews and questionnaires. The results show that the turnover rate of the bank
is at a high level, and the problem of staff turnover needs to be solved urgently. The reasons of
the bank staff turnover problem are got, which include the external reasons of the bank, the
reasons of the bank and the personal reasons of the staff. Secondly, the article sets out a plan
to prevent the loss of people From improving the salary system, optimizing the promotion
channels, strengthening vocational training and making good use of spiritual stimulation
based on status quo of staff turnover, incentive theory, fair theory, psychological contract
theory, and best practice of personnel management of outstanding corporate. Finally, in order
to ensure the effective implementation of the program, the article puts forward the guarantee
measures including cultural security, organizational security, technical support and
management support.
Key Words: Rural banks; Turnover of employees; Cost of Turnover; Prevention Measures
目 录
III
目 录
摘 要...........I
ABSTRACT..........II
第一章 绪论..........1
1.1选题背景及意义......1
1.2研究对象及解决问题..........3
1.3研究框架及思路......3
1.4研究方法......5
第二章 相关理论..7
2.1基本概念界定..........7
2.1.1村镇银行...........7
2.1.2员工流失...........8
2.2理论基础......9
2.2.1激励理论...........9
2.2.2心理契约理论.10
2.3员工流失的模型....11
2.4员工流失研究文献综述....13
第三章 榆林MS村镇银行员工流失现状分析17
3.1榆林MS村镇银行简介....17
3.1.1发展历程.........17
3.1.2员工构成.........17
3.2榆林MS村镇银行员工流失现状20
3.2.1员工流失整体情况分析.........20
3.2.2员工流失学历结构.....21
3.2.3员工流失的年龄结构.22
3.2.4员工流失的性别结构.22
3.2.5员工流失流向分析.....23
3.2.6人员流失的影响.........24。。。。。。