I 摘要 随着经济全球化发展，产业向自动化、互联网、智能化发展，中国为实现制造业大 国，对基础化工产业迎来重大机遇和挑战。人才是唯一具有创造价值、具有无限潜能， 是企业实现竞争最重要的资源，是实现企业长期稳定发展的发动机。HD 公司作为氯碱 生产型企业，面临经济形势下行压力，国家进行供给侧改革、投资增量放缓、安全管理 零容忍与国家环保高压政策的局面管控下、和公司经营管理以及文化等综合因素的制 约，最后导致 HD 公司员工离职频繁，尤其是一线操作工离职率居高不下。因此，研究 HD 公司操作工离职影响因素，降低 HD 公司操作工离职行为已经刻不容缓。 本文通过梳理国内外文献，结合员工离职行为倾向内涵，在对薪酬满意度、组织承 诺、激励理论、安全生产等相关理论分析的基础上，针对 HD 公司实际状况，利用实证 方法对操作工离职问题进行深刻分析与研究，并在个体变量可控条件下，假设 HD 公司 操作工离职倾向与 HD 公司管理中的安全保障、薪酬满意度、组织承诺、工作关系、工 作压力、分配公平等六个变量的影响，并利用 SPSS 软件进行统计分析来验证假设成立 与否以及影响程度，并从组织行为理论角度分组织、团队、个体三大层面找出适合的对 策。同时，从公司层面提出有效配套措施以解决操作工离职问题。 关键词，HD 公司，操作工，离职倾向，相关分析，回归分析，离职率，股权激励西北大学硕士学位论文 II ABSTRACT With the development of economic globalization, industry has developed toward automation, the Internet, and intelligence. In order to become a manufacturing power country, Chinese basic chemical industry faces both opportunity and challenge. Human resource is the only renewable resource with subjective initiative. It is the resource that the enterprise can realize the capital appreciation, and it is the engine that realizes the long-term stable development of the enterprise. HD, as a chlor-alkali production company, The company is facing the constraints of economic pressure, supply-side reform of the country, slowing down of investment increment, zero tolerance of safety management and the situation control of the high-pressure policy of national environmental protection, as well as the comprehensive factors of company management and culture, have eventually led to frequent dimission of HD employees. In particular, the dimission rate of frontline operators remains high. Therefore, it is urgent to study the factors affecting the dimission of HD operators and reduce the behavior. This paper, through consulting domestic and foreign literature, combined with the connotation of employee dimission behavior, based on the relevant theoretical analysis of salary satisfaction, organizational commitment, incentive theory, safety production, etc., based on the actual situation of HD company, using empirical method to deeply analyze and study the problem of operator dimission,focusing on safety assurance, salary satisfaction, organizational commitment, work relationship, work pressure, distribution fairness, and the assumptions of individual factors affecting dimission intention, and use SPSS software for correlation analysis and regression analysis to verify the degree of influencing factors of HD company operators' dimission, and to find appropriate countermeasures from the perspective of organizational behavior theory, organization, team and individual. At the same time, effective supporting measures are proposed from the company level to solve the problem of operator dimission. Keywords: HD company, operator ， dimission tendency, correlation analysis, regression analysis, dimission rate, equity incentive.摘要 III 目 录 摘要...................................................................................................................................I ABSTRACT...........................................................................................................................II 目 录...............................................................................................................................III 第一章 导论.....................................................................................................................1 1.1 研究背景与意义......................................................................................................1 1.1.1 研究背景..........................................................................................................1 1.1.2 研究意义..........................................................................................................1 1.2 研究内容与框架......................................................................................................2 1.3 研究思路与方法......................................................................................................2 1.3.1 研究思路.........................................................................................................2 1.3.2 问卷调查法.....................................................................................................3 1.3.3 案例分析法.....................................................................................................3 1.4 本文的贡献..............................................................................................................3 1.4.1 对于公司管理.................................................................................................3 1.4.2 对于人力资源部门.........................................................................................3 1.4.3 对于管理人员.................................................................................................3 第二章 理论概述...............................................................................................................4 2.1 相关概念界定..........................................................................................................4 2.1.1 离职倾向..........................................................................................................4 2.1.2 操作工..............................................................................................................4 2.1.3 薪酬满意度......................................................................................................4 2.1.4 安全生产..........................................................................................................5 2.1.5 组织承诺..........................................................................................................5 2.1.6 激励理论..........................................................................................................5 2.2 国外研究综述..........................................................................................................6西北大学硕士学位论文 IV 2.2.1 关于员工离职影响因素的综述......................................................................6 2.2.2 关于应对员工离职的组织策略的综述.........................................................6 2.3.国内研究综述.........................................................................................................7 2.3.1 关于员工离职影响因素的综述......................................................................7 2.3.2 关于应对员工离职的组织策略的综述..........................................................8 第三章 HD 公司操作工离职现状分析........................................................................... 9 3.1 HD 公司概况............................................................................................................9 3.2 HD 公司人力资源基本情况....................................................................................9 3.3 HD 公司操作工离职现状......................................................................................10 3.3.1 操作工离职数量统计....................................................................................10 3.3.2 操作工离职情状的研判................................................................................10 3.4 HD 公司操作工离职因素......................................................................................11 3.4.1 个体层面........................................................................................................11 3.4.2 团队层面..........................