随着全球经济一体化的不断深入，现代化企业人力资源管理成为企业持续发展的重要保 障部分，企业核心人才也因此成为各企业竞相争夺的对象，这就造成企业核心员工的频繁流 动有了更大可能。现阶段，我国不同类型的企业在核心人才争夺战中各具优劣势，然而不可 否认的是，企业核心员工的大量流失，使得企业的经济效益以及企业声誉等方面都受到不利 影响，使其遭受巨大损失，更有甚至影响到企业将来的持续发展。因此，企业核心员工问题 成为企业管理层亟待解决的一项重要问题，同时也是管理层面临的严峻挑战之一。如何减少 企业核心员工流失，降低核心员工流失风险与成本，成为国内众多企业管理者需要关注与解 决的首要问题。 本文对企业核心人才及人才流失的内涵予以阐述，通过查阅大量资料与文献，整理出论 文研究的基础理论，同时针对中国招商银行上海分行的流失现状及其特点进行分析，进而找 出关于企业核心员工流失的影响。为进一步了解中国招商银行上海分行核心员工的流失原 因，笔者通过展开实地调查，从组织承诺角度、心理契约角度以及组织认同角度，对该公司 核心员工流失的成因进行深入探究，以此提出针对企业核心员工流失问题的对应策略。这对 国内企业应对核心员工流失问题具有积极作用，于中国招商银行上海分行自身而言，也可以 帮助其通过解决核心员工流失问题，进而提升市场竞争力，促进中国招商银行上海分行稳健 发展。 本文主要研究的是中国招商银行上海分行核心员工流失问题，通过分析其原因之后，针 对问题提出切实可行的有效策略。全文共分为六部分。第一部分是引言。论述研究背景、研 究意义、研究内容与研究方法、国内外文献综述。第二部分是相关概念界定和理论基础，主 要涵盖核心人才、人才流失的概念以及组织行为理论、人力资源开发和人力资本理论。第三 部分是中国招商银行上海分行核心员工流失现状及负面影响。通过介绍中国招商银行上海分 行的概况极其组织架构及管理，并对中国招商银行上海分行核心员工流失现状进行分析，了 解核心员工流失对企业的负面影响。第四部分是中国招商银行上海分行核心员工流失的原因 调查分析。通过采用问卷调查的方式，以此发现中国招商银行上海分行人才培养存在的各类 问题，并深入剖析问题背后的原因。第五部分是中国招商银行上海分行防范核心员工流失的 策略。针对中国招商银行上海分行人才流失的问题，提出相应的改善策略。第六部分是研究 结论及展望。这部分主要是对全文内容予以归纳总结，并对往后发展进行展望。 关键字：银行；核心员工；流失；对策 II Abstract With the deepening of global economic integration, the human resources management of modern enterprises has become an important part of the sustainable development of enterprises. As a result, the core talents have become the object of competition among the enterprises, which makes the turnover of core employees more frequently. At present, different types of enterprises in China have their own advantages and disadvantages in the battle for attracting core talents. However, it is undeniable that the massive loss of core employees has adversely affected the economic benefits and corporate reputation of enterprises. Huge losses have even affected the companies’ sustainable development in the future. Therefore, the problem of turnover of core employee has become an important issue needs to be solved urgently by each company, and it is also one of the severe challenges faced by the company leaderships. How to reduce the loss of core employees and minimize the risk and cost of the problem has become the primary issue for many domestic managers to pay attention to and to solve. In this paper, the connotation of core talents and brain drain of enterprises is elaborated. Through reviewing a large amount of data and literature, the basic theory of this paper is sorted out. Meanwhile, the current situation and features of the brain drain of China Merchants Bank Shanghai branch are analyzed, and then the impacts of the employees’ turnover will be found out. In order to further understand the reasons for the loss of core employees in China Merchants Bank Shanghai Branch, this dissertation conducts a field investigation. With the perspectives of organizational commitment, psychological contract and organizational identity, the causes behind the turnover of core employees are explored, corresponding strategies for enterprises to tackle the problem also are put forward, which may have a positive effect on domestic enterprises. For China Merchants Bank Shanghai Branch itself, this paper can also help to solve the problem of core staff turnover, improving its market competitiveness and promoting steady development. This paper mainly studies the problem of core employees’ turnover in China Merchants Bank Shanghai Branch. After analyzing the reasons, it proposes practical and effective strategies for the problem. The whole paper is divided into six parts. The first part is the introduction. The research background, research significance, research contents and methods, literature review at home and abroad are discussed. The second part is the definition of relevant concepts and theoretical basis, which mainly covers the concepts of core talents, brain drain, organizational behavior theory, human resource development and human capital theory. The third part is the current situation and the negative impact of the core employee turnover of China Merchants Bank Shanghai Branch. By introducing the general structure and management, and analyzing the current situation of core employee turnover of China Merchants Bank Shanghai Branch, we could better understand the negative impact of core employee turnover on enterprises. The fourth part is the investigation and III analysis of the reasons for the loss of core employees of China Merchants Bank Shanghai Branch. Through the use of questionnaires, we could find different kinds of problems in the talent training of China Merchants Bank Shanghai Branch, and then deeply analyzed the reasons behind them. In the fifth part, the strategies to prevent the loss of core employees would be proposed as responses to the problem of brain drain of China Merchants Bank Shanghai Branch, followed by research conclusions and prospects in the last sections, which mainly summarizes the content of the full text and looks forward to the future development. Key words: Bank; Core employees; Turnover; Countermeasures IV 目 录 摘要 .................. I Abstract ................ II 第1章 绪论 ......... 1 1.1研究背景和意义 .................... 1 1.1.1研究背景 ..................... 1 1.1.2研究意义 ..................... 1 1.2研究方法与研究内容 ............ 2 1.2.1研究方法 ..................... 2 1.2.2 研究内容与技术路线 2 1.3 国内外文献综述 ................... 4 1.3.1 国外文献综述 ............ 4 1.3.2 国内文献综述 ............ 5 1.4 研究创新和不足 ................... 7 第2章 概念界定及理论基础 ............ 9 2.1 核心员工的内涵 ................... 9 2.2 员工流失的内涵 ................... 9 2.3 组织行为理论 ..................... 10 2.4 人力资源开发理论 ............. 11 2.5 人力资本理论 ..................... 11 第3章 中国招商银行上海分行核心员工流失现状及影响 ........................ 12 3.1 中国招商银行上海分行简介 ............................ 12 3.1.1 中国招商银行上海分行概况 ................. 12 3.1.2 中国招商银行上海分行人力资源概况 . 12 3.1.3 中国招商银行上海分行核心员工情况 . 16 3.2 中国招商银行上海分行核心员工流失现状 .... 17 3.3 中国招商银行上海分行核心员工流失带来的影响 ....................... 21 3.3.1 增加成本费用 .......... 21 3.3.2 降低工作效率 .......... 22 3.3.3 降低员工工作积极性 ............................. 22 3.3.4 损害组织声誉及品牌形象 ..................... 22 3.3.5 加大经营风险和危机 ............................. 22 第4章 中国招商银行上海分行核心员工流失原因调查分析 .................... 24 4.1 调查设计 ............................. 24 4.2 问卷内容分析 ..................... 24 V 4.3 问卷调查结果统计与分析 . 25 4.4 结果讨论 ............................. 30 4.4.1 组织认同角度 .......... 30 4.4.2 心理契约角度 .......... 32 4.4.3 组织承诺角度 .......... 34 第5章 中国招商银行上海分行核心员工流失的管理对策 ........................ 36 5.1 基于组织认同管理核心员工流失 .................... 36 5.1.1构建完善职业规划和晋升机制 .............. 36 5.1.2 强化物质维度激励 .. 36 5.1.3 培育和谐组织氛围 .. 36 5.1.4 激发员工工作积极性 ............................. 37 5.2 基于心理契约管理核心员工流失 .................... 37 5.