随着经济全球化和国际经济的迅速发展，我国市场经济也紧随其后不断得到 完善，中小型企业作为中国最普遍的企业形态，随着市场经济的不断完善 ，也在 不停地发展和壮大，为我国经济的发展做出诸多贡献。知识型员工是中小型企业 发展过程中不可或缺的核心力量，对企业的发展起着至关重要的作用，他们所掌 握的素质 技能及极具鲜明的个性能够为企业带来巨大的效益，相对的，知识型员 工离职所带来的影响同时亦是不可估量的。并且，由于中小型企业自身存在的不 稳定性，使得知识型员工 的离职率居高不下，招人难、用人难、留人更难的问题 成为了中小型企业发展的瓶颈，因此，如何留住并管理好知识型员工是中小型企 业面临的一大难题。 本文梳理了国内外学 者对中小型企业、知识型员工离职问题的相关研究，并 对相关理论研究进行了阐述。此外还对Y公司进行现状分析，并全面介绍了Y 公司知识型员工的组成和离职情况，以及知识 型员工大量流失对Y公司带来的 不良影响。此后，通过统计、整理离职的知识型员工的访谈记录，发现知识型员 工的晋升机会与个人发展、薪资满意度、工作条件以及工作压力都 是导致员工离 职率的主要因素且各占20%及以上，此外培训机会少、家庭因素也是受访者提及 的离职主要原因。最后，基于访谈结果，本文运用相关理论从企业角度深度分析 引 起Y公司的知识型员工离职的主要影响因素，包括企业自身原因（缺乏发展 平台、工作条件较差、工作压力较大和薪酬福利不合理）和员工个人原因（个人 职业规划和自我提升） ，针对以上问题本研究提出四点保留对策（完善员工发展 平台、改善工作条件、有效减少工作压力和优化薪酬福利体系）。 关键词：Y企业；知识型员工；员工离职；中小企业 III Abstract With the rapid development of economic globalization and the international economy, my country’s market economy has also been continuously improved. Small and medium-sized enterprises, as the most common enterprise form in my country, are constantly developing and improving with the continuous improvement of the market economy. To grow and make many contributions to the development of our country’s economy. Knowledge-based employees are an indispensable core force in the development of small and medium-sized enterprises. They play a vital role in the development of enterprises. The quality skills and distinctive personalities they master can bring huge benefits to enterprises. In contrast, the impact of knowledge-based employees’ departure is also immeasurable. Moreover, due to the instability of small and medium-sized enterprises themselves, the turnover rate of knowledge-based employees remains high. The problems of difficulty in recruiting, employing, and retaining people have become the bottleneck of the development of small and medium enterprises. Therefore, how to stay Housing and managing knowledge-based employees is a major problem faced by small and medium-sized enterprises. This article combs the domestic and foreign scholars' relevant research on the issue of SMEs and knowledge-based employee turnover and transforms the relevant theoretical research into decomposition. Since then, through statistics, collating the interview records of the resigned knowledge employees, it is found that the promotion opportunities and personal development of knowledge employees, salary satisfaction, working conditions and work pressure are the main factors leading to the employee turnover rate and each accounted for 20% and The above, and the lack of training opportunities, family factors are also the turnover rate pointed out by the substitutes. Finally, based on the results of the interview, this article uses relevant theories to analyze in depth the main influencing factors that cause Y company’s knowledgeable employees to leave their jobs, including the company’s own reasons (lack of development platform, poor working conditions, work pressure intervention, and IV inadequate compensation benefits). Reasonable) and employees’ personal reasons (personal career planning, self-improvement). In response to the above problems, this research proposes four retention countermeasures (improving the employee development platform, improving working conditions, effectively reducing work pressure, optimizing the salary and welfare system). Key Words: Y company; Knowledge workers; Employee resignation; Small and medium-sized enterprises (SMEs). V 目 录 第一章 绪论 ...............................................1 第一节 选题背景和研究意义 ........................................ 1 一、选题背景 ............................................................. 1 二、研究意义 ............................................................. 2 第二节 国内外研 究现状 ............................................ 3 一、国外相关研究 ......................................................... 3 二、国内相关研究 ......................................................... 4 三、国内外研究现状评述 ................................................... 6 第三节 研究内容和技 术路线 ........................................ 7 一、研究内容 ............................................................. 7 二、技术路线 ............................................................. 7 三、研究方法 ............................................................. 8 第二章 基本概念 与相关理论 .................................9 第一节 基本概念 .................................................. 9 一、离职行为的基本概念 ................................................... 9 二、知识型员工的基本概念 ................................................. 9 第二节 相关理论 .................................................. 10 一、员工离职理论 ........................................................ 10 二、员工激励理论 ........................................................ 12 第三章 Y公司基本情况与知识型员工离职现状分析 ............ 16 第一节 Y公司基本情况 ........................................... 16 VI 一、公司简介 ............................................................ 16 二、竞争优势 ............................................................ 17 三、战略挑战 ............................................................ 17 四、经营模式 ............................................................ 18 五、员工情况 ............................................................ 18 第二节 Y公司知识 型员工现状 ...................................... 20 一、知识型员工年龄结构 .................................................. 20 二、知识型员工职级结构 .................................................. 20 三、知识型员工工龄结构 .................................................. 21 第三节 Y公司知识型员工离职 现状与危害 ............................ 22 一、Y公司知识型员工离职现状 ............................................ 22 二、Y公司知识型员工离职危害 ............................................ 22 第四章 Y公司知识型员工离职原因分析 ...................... 24 第一节 Y公司知识型员工访谈设计 ................................. 24 一、访谈目的 ............................................................ 24 二、访谈对象 ............................................................ 24 三、访谈设计 ............................................................ 24 四、访谈实施 ............................................................ 25 第二节 知识型员工访谈记录统计 ................................... 26 一、基本信息统计 ........................................................ 26 二、访谈典型案例 ........................................................ 27 三、访谈记录总结 ........................................................ 29 第三节 知识型员工访谈结果分析 ................................... 33 VII 一、企业自身原因 ........................................................ 34 二、员工个人原因 ........................................................ 38 第五章 Y公司知识型员 工保留对策 .......................... 40 第一节 完善员工发展平台 .......................................... 40 一、制定明确的晋升机制 .................................................. 40 二、重视员工培训与发展 .................................................. 41 三、加强职业规划与管理 .................................................. 42