：21 世纪以来，市场竞争愈发激烈，人才成为了当今企业发展和竞 争的重要资源，而技术人才则是关系到企业可持续发展，增强核心竞争力 的关键所在。目前，就我国钢铁行业而言，正处于调结构、转方式的阵痛 过程中，行业相关企业的发展不容乐观。M 公司是一家由中钢设备有限公 司控股的工程技术公司，近年来，公司技术人才流失趋势加剧，技术人才 面临年龄断层的问题。如何减少技术人才流失，稳定技术人才队伍，为公 司稳健可持续发展提供有生力量，是 M 公司面临的重要议题。 本文以 M 公司的技术人才为研究对象，首先对 M 公司技术人才流失 的现状以及产生的后果进行分析；然后通过对高层访谈结论定性分析得出 影响技术人才流失的因素，接着采用技术人才流失影响因素模型，信度分 析，相关性分析，回归分析对技术人才问卷调查数据进行定量分析，从而 得出技术人才流失的主要影响因素；最后运用人力资源管理基本理论，结 合 M 公司的具体情况，提出了应对技术人才流失的策略。 经过分析，M 公司技术人才流失的主要影响因素为五类，分别是社会 支持因素，薪酬因素，一般培训因素，亲属责任因素，以及机会因素。针 对主要影响因素提出的策略是：第一，树立以人为本的管理理念。第二， 建立科学合理的薪酬体系。第三，构建行之有效的培训体系。第四，关心 技术人才的个人生活。第五，创造成长性事业发展机会。 关键词：技术人才；人才流失；影响因素；解决对策III STUDY ON THE DETERMINANTS AND COUNTERMEASURES OF TECHNICAL TALENTS’ BRAIN DRAIN IN M COMPANY Hong Xuefei (Business Administration) Directed by Xie Hefeng Abstract: Since the 21st century, the market competition has become more and more fierce. Talents have become an important resource for enterprises’ development and competition. Moreover, technical talents play a vital role in the sustainable development of enterprises and the enhancement of core competitiveness. At present, China's iron and steel industry is in the process of structural adjustment and transition mode. Thus, the development of related enterprises within the industry does not look optimistic. M company is an equipment engineering company controlled by Sinosteel Equipment & Engineering Co., Ltd. (abbr. Sinosteel MECC). In recent years, the trend of brain drain in M company has intensified, especially for the technical talents. How can a company reduce the loss of technical talents and provide support for their sustainable developmentThis is one of the most critical issues that M company currently faces. This dissertation takes M company's technical talents as the object of study. First, we analyze the current situation and the consequences of technical talents brain drain. Second, through face-to-face semi-structured interviews, we are provided with a qualitative analysisIV results on the issue. By applying a modified model, reliability analysis, correlation analysis and regression analysis to the technical talents questionnaire data, we can draw a conclusion of the determinants to the technical talents brain drain in M company. Finally, according to the conclusion and M company’s actual situation and by using the basic theory of human resources management, it results in five countermeasures. Based on the data analysis, five determinants emerged: social support, emolument, general training, kinship responsibility, and career development. The five countermeasures are: first, to establish a people-oriented management concept; second, to build a scientific and reasonable emolument system; third, to set up an effective training system; fourth, to care about the personal life of the technical talents; and lastly, to build a sustainable career development platform. Key Words: technical talent brain drain determinants countermeasuresV 目 录 摘要 ……………………………………………………………………………………………………………… I Abstract………………………………………………………………………………………………………III 第 1 章 绪 论 ........................................................................................1 1.1 研究背景 ........................................................................................1 1.2 研究意义 ........................................................................................2 1.3 研究思路及方法 ............................................................................3 1.3.1 研究思路 ...............................................................................3 1.3.2 研究方法 ...............................................................................3 1.4 研究内容 ........................................................................................4 第 2 章 理论综述 ......................................................................................7 2.1 相关概念界定 ................................................................................7 2.1.1 人才 .......................................................................................7 2.1.2 技术人才 ...............................................................................7 2.1.3 人才流动与人才流失 ...........................................................8 2.2 相关理论综述 ................................................................................9 2.2.1 国外研究综述 .......................................................................9 2.2.2 国内研究综述 .....................................................................10 2.3 相关理论模型 ..............................................................................11 2.3.1 人才流失理论模型 ............................................................11 2.3.2 Price-Mueller(2000)模型 ....................................................14VI 2.4 相关理论基础 .............................................................................18 2.4.1 马斯洛需求层次理论 ........................................................18 2.4.2 期望理论 ............................................................................19 2.4.3 公平理论 ............................................................................19 2.5 本章小结 .....................................................................................19 第 3 章 M 公司技术人才流失现状及影响............................................21 3.1 M 公司简介 .................................................................................21 3.2 M 公司人力资源现状.................................................................22 3.2.1 员工来源情况 .....................................................................22 3.2.2 员工年龄情况 .....................................................................23 3.2.3 员工受教育情况 .................................................................23 3.3 M 公司技术人才流失情况.........................................................24 3.3.1 技术人才流失总体情况 .....................................................24 3.3.2 流失技术人才年龄情况 .....................................................24 3.3.3 流失技术人才受教育情况 .................................................25 3.3.4 流失技术人才职称情况 .....................................................25 3.3.5 流失技术人才分布情况 .....................................................26 3.4 M 公司技术人才流失的影响......................................................26 3.4.1 增加公司成本 .....................................................................27 3.4.2 削弱公司竞争力 .................................................................28 3.4.3 降低公司凝聚力 .................................................................28 3.4.4 损害公司形象 .....................................................................29VII 3.5 本章小结 ......................................................................................29 第 4 章 M 公司技术人才流失影响因素分析........................................31 4.1 M 公司高管访谈调查..................................................................31 4.1.1 访谈过程 .............................................................................31 4.1.2 访谈结果 .............................................................................32 4.2 M 公司技术人才问卷调查..........................................................33 4.2.1 调查工作的准备 .................................................................33 4.2.2 调查问卷的设计 .................................................................33 4.2.3 调查数据的获取情况 .........................................................36 4.3 调查问卷的数据分析 ..................................................................36 4.3.1 描述性统计分析 .................................................................36 4.3.2 信度分析 .............................................................................38 4.3.3 相关性分析 .........................................................................39 4.3.4 回归分析 .............................................................................43 4.4 本章小结 ......................................................................................47 第 5 章 M 公司技术人才流失应对策略................................................49 5.1 树立以人为本的管理理念 ..........................................................49 5.1.1 加强内部沟通 .....................................................................49 5.1.2 改善工作氛围 .....................................................................50 5.2 建立科学合理的薪酬体系 ..........................................................51 5.2.1 制定合理的薪酬方案 .........................................................51 5.2.2 增强薪酬内部公平性 .........................................................52VIII 5.2.3 提高薪酬外部竞争性 .........................................................53 5.2.4 改善福利待遇 .....................................................................53 5.3 构建行之有效的培训体系 ..........................................................54 5.4 关心技术人才的个人生活 ..........................................................54 5.5 创造成长性事业发展机会 ..........................................................55 5.5.1 做好职业发展规划 .............................................................55 5.5.2 构建发展“三通道” .........................................................55 5.5.3 提供横向发展机会 .............................................................56 5.6 本章小结 ......................................................................................57 第 6 章 结论.............................................................................................59 6.1 研究结论 ......................................................................................59 6.2 研究不足 ......................................................................................59 6.3 研究展望 ......................................................................................60