近年来，国际反恐形势日益严峻，安全防范已成为国家和人民的共同需求。 与此同时，安防行业跨界融合驱动了员工就业观的转变，加深了人才紧缺的程度， 企业对人才的需求更加凸显。深圳景阳公司致力于提供安防视频监控产品及安防 行业整体解决方案，凭借其多年积累的品牌优势闻名于行业内，然而，其研发中 心人员流失问题却不容小觑。2015 年-2018 年，研发人员的流失率从 26%攀升至 38%，极大地响了企业的发展进程。 论文采取规范分析与实证研究相结合的方法，以人才流失的模型和激励理论 为依据，首先，通过对深圳景阳公司研发人员近四年的流失数据进行统计分析， 盘点出研发人员高流失率对公司造成的负面影响。然后，通过对离职研发人员进 行深入访谈和对在职研发人员开展工作满意度调查问卷，找出研发人员流失的主 要原因，并从个人因素、组织因素和社会环境因素三个方面进行详细分析。最后， 提出解决深圳景阳公司研发人员流失率过高的应对策略。 论文的研究提出，通过建立完善的薪酬福利体系、构建公平的绩效考核制度、 拓宽研发人员的成长空间、建立有效的学习机制、构建舒适的办公环境、创新企 业文化建设这六个方面将对稳定研发人员队伍起到积极的作用。 论文对深圳景阳公司研发人员流失问题进行了较为系统的剖析与对策研究， 夯实了人力资源管理体系，也对安防行业的人员保留问题提供了有益的借鉴。 关键词：安防行业，员工流失，研发人员，应对策略III RESEARCH ON THE SOLUTIONS TO PROBLEM OF R&D STAFF TURNOVER IN SHENZHEN SUNELL TECH. CORP. Abstract In recent years, the international anti-terrorism situation has become increasingly severe, and security precautions have become the common needs of the country and the people. At the same time, the cross-border integration of the security industry has driven the shift in the employment outlook of employees, deepening the level of talent shortage, and the demand for talents has become more prominent. Shenzhen Sunell Tech.Corp.is committed to the R&D, production and sales of security video surveillance products. It is well known in the industry for its brand advantages accumulated over the years. However, the problem of staff turnover in its R&D center cannot be underestimated. From 2015 to 2018, the turnover rate of R&D staff climbed from 26% to 38%, which greatly spurred the development of the company. The paper adopts the combination of normative analysis and empirical research, based on the brain drain model and incentive theory. Firstly, through statistical analysis of the loss data of Shenzhen Sunell R&D staff in the past four years, the high loss rate of R&D staff is counted. There are some negative impacts on the company. Then, through in-depth interviews with departing R&D staff and job satisfaction questionnaires for on-the-job R&D staff, the main reasons for the loss of R&D staff were identified, and detailed analysis was made from three aspects: social environmental factors, organizational factors and private factors. In the end, it puts forward a countermeasure to solve the problem of excessive turnover rate of R&D staff in Shenzhen Sunell Tech.Corp. The research of the thesis shows that by establishing a sound salary and welfare system, building a fair performance appraisal system, broadening the growth space for R&D staff, establishing an effective learning mechanism, and building a comfortable office environment, the six aspects of innovative corporate culture construction will be stable. The R&D team plays an active role.IV The paper has carried out a systematic analysis and countermeasure research on the loss of R&D staff of Shenzhen Sunell Tech.Corp., which has strengthened the human resource management system and provided useful reference for staff turnover issues in the security industry. Keywords: security industry，staff turnover，R&D staff，solutionsV 目 录 中文摘要................................................ II Abstract................................................ III 目 录.................................................... V 第一章 前言 ............................................. 1 1.1 研究背景和研究意义......................................................................................1 1.1.1 研究背景 .................................................................................................1 1.1.2 研究意义 .................................................................................................2 1.2 研究目的和研究内容......................................................................................3 1.2.1 研究目的 .................................................................................................3 1.2.2 研究内容 .................................................................................................4 1.3 研究方法和技术路线......................................................................................5 1.3.1 研究方法 .................................................................................................5 1.3.2 技术路线 .................................................................................................5 1.4 论文的创新点..................................................................................................6 第二章 相关理论与研究综述 ............................... 8 2.1 相关概念界定..................................................................................................8 2.1.1 员工流失的概念 .....................................................................................8 2.1.2 员工流失的类型 .....................................................................................8 2.1.3 研发人员的特征 .....................................................................................8 2.2 基础理论..........................................................................................................9 2.2.1 需求层次理论 .........................................................................................9 2.2.2 双因素理论 ...........................................................................................10 2.2.3 期望理论 ...............................................................................................11 2.2.4 公平理论 ...............................................................................................11VI 2.3 国内外研究综述............................................................................................12 2.3.1 国外研究现状 .......................................................................................12 2.3.2 国内研究现状 .......................................................................................16 2.4 研究综述小结................................................................................................18 第三章 深圳景阳公司研发人员流失现状及影响 .............. 19 3.1 公司概述........................................................................................................19 3.1.1 基本概况 ...............................................................................................19 3.1.2 组织结构 ...............................................................................................19 3.2 研发人员现状与流失概况............................................................................20 3.2.1 研发人员现状 .......................................................................................20 3.2.2 研发人员流失情况 ...............................................................................22 3.2.3 研发人员流失的特点 ...........................................................................24 3.3 研发人员流失的影响....................................................................................24 3.3.1 增加企业人才资源的成本 ...................................................................25 3.3.2 影响企业的整体工作绩效 ...................................................................27 3.3.3 导致企业人心不稳 ...............................................................................28 3.3.4 削弱公司竞争力 ...................................................................................28 3.3.5 有损公司形象和美誉度 .......................................................................28 第四章 深圳景阳公司研发人员流失原因的调查与分析 ........ 30 4.1 离职研发