新进大学毕业生员工主动离职管理策略

The suggestions on the management of voluntary turnover for newly-recruited college graduate employees

构建了新进大学毕业生员工主动离职模型。通过研究发现:该模型存在6条主要的离职路径;工作期望落差在新进大学毕业生员工中普遍存在,且与工作满意度、组织承诺呈显著负相关;经济压力、自我概念、震撼的类型是离职路径间的调节因素。在此基础上,从招聘甄选、人才开发与培养、人员保留等方面提出相应的企业人力资源管理策略。

This paper introduces the model of voluntary turnover for new-recruited college graduates.The research shows that there are six paths in the model.Unmet expectation is found among this group,which shows a significant negative correlation with job satisfaction and organizational commitment.Economic pressure,self-concept and the type of shock are also suggested to be the adjusting factors of the turnover paths.Based on this,it presents some suggestions on the human resource management strategies from recruiting and selection,development and training and retaining of talents.