I 摘 要 工程造价咨询公司是以造价人员专业的咨询服务为核心的企业，对高素质的造价 人才的需求强，专业的造价人员是工程造价咨询公司的核心竞争力。企业想持久稳固 的发展就要增强其核心竞争力。由于公司业务主要为建设工程项目，多数项目周期较 长，工作连续性需求较强，造价人员的离职会对企业造成巨大的损失。合理的人员离 职率，能够为企业带来新的资源和活力，过高的人员离职率将会增加组织内耗，制约 组织成长，给组织带来诸多消极影响。而且近年来，工程造价咨询公司员工离职的现 象愈发严重，这种大规模的人员离职，已经给很多工程造价咨询公司带来难以估量的 损失。 离职倾向是离职行为中最具有预测力的变量，被认为是解释员工离职行为的直接 变量。本文通过文献调研有选择地借鉴Price-Mueller2000模型中的变量,分析归纳适 用于工程造价咨询公司影响离职倾向的变量，根据归纳的变量设计离职倾向影响因素 调查问卷，并对在职员工进行离职倾向相关影响因素调查。本文以X工程造价咨询 公司为研究案例，通过对其员工进行调查问卷，将数据运用SPSS软件进行分析。筛 选得出导致离职的主要影响因素，进而针对这些影响因素为企业甚至工程造价咨询行 业提供管理建议。 关键词：工程造价咨询公司 离职倾向 影响因素 Abstract II Abstract Quantity surveying company is an enterprise with professional consulting services for cost personnel as its core, which has a high demand for outstanding cost management talents. Professional cost personnel are the core competitiveness of quantity surveying company. Enterprises should enhance their core competitiveness if they want to achieve sustainable and stable development. As the company's business is mainly construction projects, most projects have a long life cycle and a great demand for work continuity. A reasonable turnover rate can bring new resources and vitality to the enterprise. On the contrary, a high turnover rate will increase the internal consumption, restrict the growth, and bring negative effects to the organization. Moreover, in recent years, the phenomenon of employee demission in quantity surveying companies has become more and more serious. Such large-scale demission has brought substantial loss to many quantity surveying companies. Turnover intention is the most predictive variable in demission behavior and is considered as the direct variable to explain resignation behavior. Through literature research, this paper selectively refers to the variables in the price-mueller2000 model, analyzes and summarizes the variables affecting the turnover intention in a quantity surveying company, designs the turnover intention factor questionnaire based on the inductive variables, and conducts the turnover intention survey on the in-service employees. This paper takes X QS company as a case study, conducts questionnaires on its employees, and uses SPSS software to analyze the data. The main influential factors leading to demission are obtained and then management suggestions are provided for enterprises and even project cost management industry. Key words: Quantity surveying Turnover Intention Factors 目 录 1 目 录 北京建筑大学硕士学位论文原创性声明 北京建筑大学硕士学位论文使用授权 摘 要 .................................................................................................................. I Abstract................................................................................................................. II 第1章 绪论 ......................................................................................................... 1 1.1 研究的目的和意义 ....................................................................................................... 1 1.1.1 研究目的 ................................................................................................................ 1 1.1.2 研究意义 ................................................................................................................ 1 1.2 研究现状 ....................................................................................................................... 2 1.2.1 国外经典模型研究 ................................................................................................ 2 1.2.2 国内离职模型研究 ................................................................................................ 4 1.2.3 离职倾向影响因素研究 ........................................................................................ 6 1.2.4 研究现状评述 ........................................................................................................ 6 1.3 研究内容及方法 ........................................................................................................... 8 1.3.1 章节安排 ................................................................................................................ 8 1.3.2 研究技术路线 ........................................................................................................ 9 1.3.3 研究方法 .............................................................................................................. 10 第2章 相关概念及理论基础 ........................................................................... 11 2.1 相关概念界定 ............................................................................................................. 11 2.1.1 离职 ...................................................................................................................... 11 2.1.2 离职倾向 .............................................................................................................. 11 2.1.3 工作满意度 .......................................................................................................... 11 2.2 相关理论基础 ............................................................................................................. 13 2.2.1 马斯洛需求层次理论 .......................................................................................... 13 2.2.2 双因素理论 .......................................................................................................... 13 2.2.3 人岗匹配理论 ...................................................................................................... 14 2.2.4 员工敬业度七要素 .............................................................................................. 14 第3章 X工程造价咨询公司员工离职现状分析 ........................................... 16 3.1 工程造价咨询行业现状 ............................................................................................. 16 3.2 X工程造价咨询公司概况 .......................................................................................... 18 3.2.1 基本情况介绍 ...................................................................................................... 18 目 录 2 3.2.2 组织特征 .............................................................................................................. 19 3.2.3 员工概况 .............................................................................................................. 19 3.2.4 人员离职现状 ...................................................................................................... 20 3.3 工程造价咨询公司员工离职的影响分析 ................................................................. 22 3.3.1 影响造价咨询服务质量 ...................................................................................... 22 3.3.2 增加人力资源成本 .............................................................................................. 22 第4章 工程造价咨询公司员工离职倾向影响因素研究设计 ....................... 24 4.1 离职倾向影响因素分析及变量确定 ......................................................................... 24 4.1.1 基于price模型的影响因素分析 ........................................................................ 24 4.1.2 基于“员工敬业度七要素”分析 ........................................................................... 28 4.1.3 基于其他文献研究变量 ...................................................................................... 29 4.2 模型构建 ..................................................................................................................... 30 4.3 调查问卷设