改革开放以来，国有企业逐步适应市场经济并与之相融合。但在国有企业改革的过程
中，尤其是面临日益激烈的国际竞争和转型升级的巨大挑战，国有企业也面临着诸多
问题。其中，不可忽视的问题之一就是员工流失问题。员工流动是双韧剑。一方面，
它可以为企业带来活力；另一方面，当员工尤其是掌握专业技术、核心技术或业务能
力较强的员工离职率过大时，将会给企业带来相当大的损失甚至是不可估量的损失

因此，本文的研究对于国有企业进一步深化改革、加强和改善内部管理、研究制定稳
定员工队伍的相关政策，打造素质优良、相对稳定的员工队伍具有强烈的现实意义

根据笔者前期对国内外学者的文献研究，学者们分别从组织承诺的视角、员工满
意度的视角研究员工流失问题的文献非常多，对于员工流失问题就有很大的参考意义，
但同时从组织承诺、员工满意度两个纬度探讨企业员工流失问题的文献很少，因为大
多数情况认为两个纬度的探讨会使整个问题的主题不明确，但事实上，组织承诺和员
工满意度很多方面是存在联系的。因此从组织承诺和员工满意度两方面来写，视角不
同，结论不同；两个维度进行研究视角更加全面，能够使对策更加全面。国有企在我
国企业体制中具有重要的代表性，现阶段是国有企业改革的关键时刻，国家有把国有
企业打造成为独立的市场主体的决心，因此对国有企业进行研究就显得尤为重要。基
于上述原因，笔者确定了论文选题。希望以国有企业为研究对象，解剖重庆 GT 公司
这一典型个案，从组织承诺和员工满意度两个纬度出发去研究员工流失问题

本文在对国内外相关文献研究的基础上，结合国有企业体制特点，对国有企业员
工流失问题进行研究，从影响国有企业员工流失的宏观原因、企业原因和个人原因三
个方面原因进行研究分析，在对组织承诺和员工满意度两者之间的关系进行分析后，
再从组织承诺和员工满意度两个纬度来分析国有企业员工流失的原因。基于组织承诺
视角的分析的原因主要有三个方面：一是员工感情承诺方面分析；二是基于持续承诺
方面的分析；三是基于规范承诺方面的分析。其对策有三方面：一是打造企业文化，
提升感情承诺；二是规范人力资源系统，提升持续承诺三是完善规章制度，提高规范
承诺。基于员工满意度视角原因：一是员工对薪酬和现有待遇不满意；二是员工对考
评与激励方面的不满；三是员工对内部管理和沟通的不满；四是员工对工作内容和培
训的不满意；五是员工对工作环境和条件的不满。其对策有五方面：一是设计合理薪
酬体系，做好人力资源规划；二是加强绩效考核，突出绩效考核重要性；三是强化内II
部管理与沟通，建立和谐氛围；四是完善培训体系，打通晋升渠道；五是改善工作条
件，满足员工心理需求

以某大型国有企业重庆 GT 企业为实例，从组织承诺和员工满意度两个视角，对
国有企业员工流失的原因进行分析探讨，得出应对国有企业员工流失的结论。采用理
论研究和实证研究相结合的方法，以重庆 GT 公司进行实例研究，提出应对措施。基
于组织承诺视角的防止员工流失对策：一是重新制定人力资源规划；二是优化薪酬体
系；三是加强企业文化建设。基于员工满意度视角的重庆GT公司防止员工流失对策：
一是优化薪酬体系；二是健全培训体系：三是做好员工职业生涯；四是更新“人才信
息库

关键词：组织承诺，员工满意度，员工流失，对策III
Abstract
The state-owned enterprise is a kind of system of our country, it is an important force
in the economic construction and social development of our country. Since the reform and
opening up, the State - owned enterprises have gradually adapted to the market economy.
But in the process of the reform of state-owned enterprises, especially in the face of
increasingly fierce international competition and the great challenge of the transformation
and upgrading, the state-owned enterprises are facing many problems. One of the problems
that can not be ignored is the problem of employee turnover. Staff mobility is a double
sword. On the one hand, it can be for the vitality of enterprises; on the other hand, when
employees, especially master professional technology, the core technology or business
ability strong employee turnover rate is too high, will to the enterprise bring considerable
loss, even immeasurable loss. Therefore, the research for the state-owned enterprises
further deepening reform, strengthening and improving internal management, study and
formulate relevant policies to stabilize the staff troop, to create excellent quality, relatively
stable workforce have strong practical significance.
According to the previous literature study of domestic and foreign scholars, scholars
respectively from the organizational commitment of perspective, employee satisfaction, the
perspective of the research of employee turnover problem of literature very much, for the
problem of employee turnover has great reference significance, but at the same time from
the organizational commitment, employee satisfaction degree two latitude explore
employee turnover problem of literature to be very few, because most often think of two
latitudes will enable the theme is not clear, but in fact, the employee satisfaction and
organizational commitment in many aspects is linked to the existence of. Therefore, from
two aspects of organizational commitment and employee satisfaction to write, perspective
is different, the conclusion is different; the two dimensions to carry on the research angle
of view is more comprehensive, can make the strategy more comprehensive. The
state-owned enterprises in our country enterprise system has an important representative, at
the present stage is the critical moment of the reform of state-owned enterprises, countries
have to build state-owned enterprises into the determination of the independent market
main body, so the state-owned enterprises research is particularly important. On the basis
of the above reasons, the author has determined the topic of this paper. Want to
state-owned enterprises as the research object, the anatomy of Chongqing GT company this
typical case, from the organizational commitment and employee satisfaction two latitude to
study the problem of employee turnover.
This paper on the basis of domestic and foreign relevant literatures, combined with
system features of the state-owned enterprise, the turnover of employees of state-ownedIV
enterprises, macro causes the loss of state-owned enterprises employees from the impact of,
three aspects of enterprise and personal reasons cause to carry on the research analysis, in
carries on the analysis to the relationship between organizational commitment and
employee satisfaction between the two, then from two dimensions: organizational
commitment and job satisfaction of the staff to analyze the causes of employee turnover in
state-owned enterprises. There are three main reasons for the analysis based on the
perspective of organizational commitment: first, the analysis of employee's affective
commitment; the two is based on the analysis of continuous commitment; the three is
based on the analysis of normative commitment. Its countermeasures are three aspects:
first, to build corporate culture, enhance the emotional commitment; two is to regulate the
human resources system, enhance the sustained commitment of three is to improve the
rules and regulations, improve the normative commitment. Based on employee satisfaction
from the perspective of reason: one is employees are not satisfied with the salary and the
existing treatment; Second People's dissatisfaction with the evaluation and incentive; Third
People's dissatisfaction with the internal management and communication; four employees
of the work content and the training is not satisfactory, and the fifth is the employee
dissatisfaction with the working environment and conditions. The countermeasures are:
five aspects: one is to design a reasonable salary system, do a good job in human resources
planning; the second is to strengthen the performance assessment, to highlight the
importance of the performance appraisal; the third is to strengthen internal management
and communication, to establish harmonious atmosphere; fourth, perfect training system,
open up channels for the promotion, improving working conditions, to meet the
psych