基于Price-Mueller模型的互联网公司员工离职影响因素研究

Research on the Factors Influencing Employees Turnover in Internet Companies based on Price-Mueller Model

基于Price-Mueller离职模型,从外部变量、个体变量、工作特征变量和工作回报变量四个维度构建员工离职倾向影响因素的研究模型,并以国内互联网公司研发等核心岗位员工为对象进行问卷调查和实证研究。结果发现,在样本范围内,外部机会、工作自主性、薪酬对互联网公司核心员工的离职倾向产生显著的正向影响,亲属责任、工作压力、同事支持、领导支持、员工培训和晋升机会具有显著的负向影响,个人价值观的影响不显著。此外,年龄的大小、跳槽次数的多少和月收入水平的高低,使得互联网公司核心员工离职倾向呈现出显著的差异。为此,在外部环境、工作特征和工作回报等方面,互联网公司减弱核心员工离职倾向的人力资源管理优化策略与建议。

Based on the Price-Mueller turnover model, this paper constructs the research model of the factors influencing employee turnover intention from four dimensions of external variables,individual variables,work characteristic variables and work reward variables, and carries out a questionnaire survey on the core employees of domestic Internet companies to test empirically. The results show that within the sample,outside opportunities,job autonomy and salary have significant positive impacts on turnover intention, and family responsibility, work pressure, colleague support, leadership support, staff training and promotion opportunities have significant negative impacts,and personal values has no significant impact. In addition,the difference of age,the number of job hopping and monthly income separately makes the turnover intention of core employees in Internet companies be significant different. So, the article put forward the corresponding human resource management strategies and suggestions for Internet companies reducing the turnover intention of core employees from aspects of externalities,job characteristics and return.