离职心理与人力资源管理策略

Psychological Analysis of Dimission Behaviors and Human Resource Management

关于员工主动离职的众多研究，都十分重视多层面因素对离职行为过程的影响，也都发现离职并非是某一种因素的结果。本文试图将组织变量、个人变量和外部环境变量相互作用的结果集中于个体对未来的心理预期和已有的态度上，并探讨心理预期和态度因素对离职意愿的协同作用，并在此基础上提出了相应的离职管理策略，即通过人力资源管理促进员工积极的内部预期和态度以降低离职率，进行组织内外的人才储备和网络以应对离职的发生等。

As for why some employees would quit office on their initiative, many researches seek reasons from more than one factor. This paper tries to focus the interaction of organizational variable, individual variable and external environmental variable on the individual psychological expectation and existing attitude. After discussing the joint impact of psychological expectation and attitude on dimission, the paper puts forward relevant dimission management strategy, i.e. making positive the employees' expectation and attitude through human resources management to reduce the dimission rate and preserving talents inside and outside the organization for possible dismission.