企业新员工主动离职原因研究
——以河南立基房地产有限公司为例
摘要 结合新员工组织社会化原理,从新员工组织社会化的预期、磨合和转化阶段入手分析得出新员工主动离职的原因所在,即由于期望落差的存在使得新员工产生离职倾向,新员工和企业在此后并没有采取相应的措施和行为进行调整,促使新员工将离职倾向实现为最终主动离职的行为。并从抑制离职倾向的产生和减少新员工主动离职实际行动的实现两方面入手,把握新员工组织社会化三大主体即企业、个人和以学校为代表的其他社会主体,提出具体对策和措施。
关键词：主动离职 组织社会化 期望落差
Abstract according to new employees’ organizational socialization theory, from the new employees’ organizational socialization expected, adjustments and transformation phase proceed with analysis of the new employee turnover reason, namely the expectation because of the existence of new employee turnover intention, new employees and enterprises in the hereafter and failed to take appropriate measures and actions adjust, make new employee turnover intention to realize the ultimate turnover behavior. And from inhibition of turnover intention generation and reduction of new employee turnover action to achieve two respects proceed with, hold new employees’ organizational socialization of three main business, personal and school as the representative of the other social subjects, and puts forward the concrete countermeasures and measures.
Key words：turnover organizational socialization expectation
目录
一、研究企业新员工主动离职原因的必要性……………………….. 4
（二）为中国企业销售人员管理提供分析框架…………………… 5
（三）揭示中国企业销售人员离职率的深层原因…………………. 5
（四）帮助企业提前识别离职倾向并对其干预…………………… 5
四、立基房地产公司新员工主动离职原因和对策……………………. 9
（二）立基房地产公司减少新员工离职应采取的对策……………… 7
