-I- 摘要 海洋物流运输是中国乃至国际物流中最主要的运输方式，我国拥有 1.8 万千米 的海岸线，一半以上的国内运输和九成的国际贸易运输是通过海运完成的。党的十 八大提出了“海洋强国”战略，提出要把我国从海洋大国升级成海洋强国，这就需 要大量优质的海运人才。截至 2019 年底，我国共有注册船员 166 万余人，中国的 船员总体数量充足，但由于海上的工作条件艰苦、长期与家人分离、海陆薪资差距 缩小等原因，都导致了越来越多的优质船员“弃海从陆”，国有船舶公司船员的短 缺现象日益严重，船舶配员困难，船员队伍呈现出结构陈旧甚至断层的发展态势， 致使航线或船舶出现无法正常派员上船的现象时有发生，这对船舶的正常运行、企 业的经济利益以及国家的货物进出口贸易往来产生了较大影响。 本文在研究的过程中，采用访谈及问卷调查的方式以研究 H 船舶公司远洋船员 的流失原因。访谈通过对已经离职的原 H 船舶公司远洋船员的深度访谈，筛选出具 有代表性的人员，分析研究他们离职的原因。第二个调查以问卷的形式开展，以公 司现职远洋船员为调查对象，主要研究 H 船舶公司远洋船员对工作的总体满意度， 和导致远洋船员不满意的种种因素，使用定量分析法对研究结果进行了分析。研究 发现了 H 船舶公司远洋高级船员的总体满意度普遍较低，对薪酬、职业生涯规划等 等进行了探讨，认为这些都是致使 H 船舶公司远洋船员不满意的主要微观因素。 针对调查得出的流失原因，本文从薪资福利、企业文化、关注船员身心发展、 船员工作时间、培训与开发等人力资源管理的几个关键环节入手，寻找解决办法， 以期留住和更好地使用远洋船员，使远洋船员流失率保持在一个比较合理的水平。 关键词：远洋船员；人才流失；船员管理燕山大学工商管理硕士学位论文 -II- Abstract Marine logistics and transportation is the most important mode of transportation in China and even in the international logistics. China has a coastline of 18,000 kilometers, and more than half of the domestic transportation and 90% of the international trade transportation are completed by sea.The 18th National Congress of the CPC put forward the strategy of "maritime power" and proposed to upgrade China from a maritime power to a maritime power, which requires a large number of high-quality maritime personnel.Registered in China by the end of 2019, a total of the crew of more than 1.66 million people, the Chinese crew overall quantity is enough, but as a result of hard working conditions at sea, and his family for a long time separation, sea and land compensation gap, have led to more and more high quality crew "abandon from land and sea", the serious shortage of state-owned shipping company crew, ship manning difficulties, crew presents the structure of the old fault development momentum, even cause routes or to aboard the ship to be normal phenomenon occurs frequently, the normal operation of the ship, enterprise's economic benefits, and affected the country's import and export trade of goods. In this paper, interviews and questionnaires were used to study the reasons for the loss of oceangoing crew in H Shipping Company.Through in-depth interviews with oceangoing seafarers of the former H shipping Company who have left, representative personnel are screened out to analyze and study their reasons for leaving.The second survey is carried out in the form of questionnaire, taking the seafarers currently employed in the oceangoing company as the object of investigation. It mainly studies the seafarers' overall satisfaction with their work and various factors that lead to the seafarers' dissatisfaction of the oceangoing company. Quantitative analysis is used to analyze the research results.The study found that the overall satisfaction of ocean officers of H Shipping Company was generally low, among which low salary and insufficient career planning were the main micro factors that led to the dissatisfaction of ocean officers of H Shipping Company.Abstract -III- To survey the loss of reason, this article from wages and benefits physical and mental development, enterprise culture, pay attention to the crew, the crew working hours, training and development of several key links of human resource management, find a solution, in order to retain and better use of ocean seamen, keep oceangoing crew turnover rate at a reasonable level. Keywords：ocean going crew; the brain drain; crew management目录 -V- 目录 摘要....................................................................................................................................I ABSTRACT......................................................................................................................... II 第 1章 绪 论......................................................................................................................1 1.1 研究的背景及意义..................................................................................................1 1.1.1 研究背景..........................................................................................................1 1.1.2 研究意义..........................................................................................................2 1.2 国内外研究现状......................................................................................................2 1.2.1 国外研究现状..................................................................................................2 1.2.2 国内研究现状..................................................................................................4 1.2.3 国内外研究现状评述......................................................................................6 1.3 研究内容及方法......................................................................................................7 1.3.1 研究内容..........................................................................................................7 1.3.2 研究方法..........................................................................................................8 第 2章 相关基本理论.........................................................................................................9 2.1 人才流失相关概念梳理..........................................................................................9 2.1.1 人才流失及影响因素......................................................................................9 2.1.2 员工流动........................................................................................................10 2.1.3 员工流失........................................................................................................10 2.1.4 员工离职........................................................................................................11 2.1.5 员工流失率....................................................................................................11 2.1.6 员工离职率....................................................................................................11 2.2 船员管理................................................................................................................11 2.2.1 船员职业概述................................................................................................11 2.2.2 船员职业特点及现状....................................................................................12 2.3 相关理论基础........................................................................................................13 2.3.1 马斯洛需求理论............................................................................................13 2.3.2 双因素理论....................................................................................................14 2.3.3 Steers 和 Mowday 模型................................................................................. 14 2.3.4 Sheridan 和 Abelson 模型..............................................................................15 2.4 本章小结................................................................................................................15 第 3章 H船舶公司船员现状分析................................................................................... 16 3.1 H船舶公司面临的市场环境................................................................................16 3.2 H公司概况.....