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2021年 12月 14日
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D公司新生代知识型员工流失问题研究
摘要
知识经济时代，企业的竞争归根到底是人才的竞争。现阶段，90后乃至95后不
断成长，在企业创新中极具活力，成为最具有竞争力的人才资本，逐步在职场中扮演
重要角色。然而，新生代知识型员工的流失问题普遍存在，严重影响企业的内部稳定
与竞争实力，甚至导致企业的发展缺乏后劲，大批量的企业开始领会到加强新生代知
识型员工管理的重要性。也就是说，怎样有效降低新生代知识型员工的流失率，强化
这一群体的忠诚度与积极性，提高组织整体凝聚力和核心竞争力刻不容缓，成为很多
企业眼下亟待解决的难题。
本文以D公司为案例样本，对新生代知识型员工的流失问题展开深度研究，具体
运用文献研究、案例分析与问卷调查等方法加以实现。论文开篇说明了研究背景意义，
并对当下该领域的研究现状、相关概念与理论基础进行系统阐明。然后，在介绍D
公司的基本情况的组织架构的基础上，对新生代知识型员工的流失现状进行统计展示。
接下来，通过对已离职并保存完好的新生代知识型员工的访谈记录资料分析、在职的
这一类型员工的问卷调查，发现主要原因表现为外部环境因素——行业人才竞争加剧、
内部环境因素——有效激励机制不足和员工个人原因——职业定位存在偏差等三个
方面。最后，根据上述成因，结合激励理论和D公司的实际情况，针对性的提出解决
新生代知识型员工流失问题的对策，主要包括：积极迎接变革，提升核心竞争力；完
善激励机制，提高员工满意度；加强职业引导，打造个性化成长。为确保政策建议能
够有效落实，切实解决知识型员工流失问题，论文还从制度、组织与领导等三个层面
对需要做好的保障工作进行探讨，并提出相应建议。
总体而言，本文的探讨工作与结论能够帮助D集团管理者加强对新生代知识型员
工流失问题的重视，并通过针对性、实用性的改进措施，有效激励这一群体以尽可能
解决流失问题。同时，对于同样存在新生代知识型员工流失问题的相关企业，本文的
观点可能也具有一定的参考价值。
关键词：新生代；知识型员工；员工流失
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D公司新生代知识型员工流失问题研究
ABSTRACT
In the era of knowledge economy, the competition of enterprises is ultimately the
competition of talents. At this stage, post-90s and even post-95s continue to grow, are
extremely dynamic in corporate innovation, become the most competitive talent capital,
and gradually play an important role in the workplace. However, the problem of the loss of
the new generation of knowledge-based employees is widespread, which seriously affects
the internal stability and competitiveness of the enterprise, and even leads to the lack of
stamina for the development of the enterprise. A large number of enterprises have begun to
understand the importance of strengthening the management of the new generation of
knowledge-based employees. In other words, how to effectively reduce the turnover rate of
the new generation of knowledge-based employees, strengthen the loyalty and enthusiasm
of this group, and improve the overall cohesion and core competitiveness of the
organization is an urgent problem for many companies.
This article takes D company as a case sample to carry out an in-depth study on the
loss of the new generation of knowledgeable employees, using specific methods such as
literature research, case analysis and questionnaire surveys to achieve this. The beginning
of the thesis explains the significance of the research background, and systematically
clarifies the current research status, related concepts and theoretical basis of the field. Then,
on the basis of the organizational structure that introduced the basic situation of D
company, the current situation of the loss of the new generation of knowledge-based
employees was statistically displayed. Next, through the analysis of the interview record
data of the new generation of knowledge employees who have left and kept intact, and the
questionnaire survey of the current type of employees, it is found that the main reasons are
external environmental factors-intensified competition for talents in the industry and
internal environmental factors -Insufficient effective incentive mechanism and employee
personal reasons-there are three aspects of professional positioning deviation. Finally,
based on the above-mentioned reasons, combined with the incentive theory and the actual
situation of the D company, targeted countermeasures to solve the problem of the new
generation of knowledge-based employees are proposed, mainly including: actively
respond to changes, enhance core competitiveness; improve incentive mechanisms, and
increase employee satisfaction Degree; strengthen career guidance and create personalized
growth. In order to ensure the effective implementation of policy recommendations and
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