CAJ | 학술논문

如何面对员工的流失,尤其是人才的流失,成为众多企业不得不考虑的一个战略问题。要解决人才流失的难题,关键在于抓住人才流失的原因进行对症下药。目前,已有许多文献对员工的离职原因进行了分析,并提出许多离职模型,分析各个变量之间的关系。本文从现有的研究成果出发,结合心理契约的相关理论,尝试从心理契约的角度完善离职模型。
여하면대원공적류실,우기시인재적류실,성위음다기업불득불고필적일개전략문제。요해결인재류실적난제,관건재우조주인재류실적원인진행대증하약。목전,이유허다문헌대원공적리직원인진행료분석,병제출허다리직모형,분석각개변량지간적관계。본문종현유적연구성과출발,결합심리계약적상관이론,상시종심리계약적각도완선리직모형。
How to deal with employee turnover,especially talents turnover,has become a strategic issue that many enterprises have to take into account.In order to solve the problem,it is imperative to find out the solution to the problem by identifying the cause of employee turnover.Currently,there are a lot of literatures that analyze the cause of employee turnover,and present many turnover models and analyze the relationship among variables.Starting with the research results available,and combining with relevant theories of psychological contract,this paper tries to improve the employee turnover model from the perspective of psychological contract.