摘要：纵览如今是一个集全球化、信息化、激烈的竞争于一体的社会，面对如此一个日益紧张的现状，“90后”们从小就开始接受各式各样较为完整综合的教育，坚持全面发展，在这样的教育模式下造成了如今本科生已经处处皆是，就连研究生、博士生也都已经随处可见了的人才济济的局面。随着高等教育的规模不断扩大，当今大学毕业生的就业形式也愈发的紧张，各高校也推行了“先就业，后择业”的就业指导政策，部分学生也因为这个政策而仓促就业，导致就业适应期内就出现离职频发，给企业、社会甚至自身带来不同程度的影响。本文主要通过相关社会学、查阅相关资料、通过问卷得出数据的方式来分析“90后”员工独有的特点、造成“90后”离职率相对偏高的原因以及对“90后”员工和企业提出相关的解决方案，来帮助企业留住人才，促进“90后”稳定就业，减少员工的流失。82091
毕业论文关键词：“90后”员工；“90后”特点；离职原因；降低措施
A study on the factors of employee turnover in the new post 90s College Students——based on a Internet survey
Abstract:Overview of society is globalization, informatization, fierce competition today,facing such a increasingly tense situation,”90’s” who began to accept complete and comprehensive education, perseve in comprehensive development, undergraduates including graduate students, doctoral students are everywhere in this mode of education, Along with the higher education scale expands gradually, the employment form of college graduates has become even more difficult, all colleges and universities also perserve in"Get the job first,then choose the job you like。" some students choose their first job quickly because of this policy,then they leave their job in their period of orientation,which bring different degree effect to company and society。 This paper analyze the 90s’s characteristic mainly through the related sociology, relevant information, and the questionnaire data, the cause of why "90" turnover rate is relatively high and the suggestion to the employee and the company, helping the company retain talent, reduce staff turnover, and promote "90” employment stablely。
KeyWords: Post 90s employee；90s’characteristic；Reasons for leaving；reducing measures
目录
一、引言 1
二、关于国内外对离职因素研究的现状 2
（一） 国外研究现状 2
1、 萨提亚冰山理论对“90后”大学生择业性格的分析 2
2、德鲁克知识工作者理论对“90后”大学生从业性格的分析 3
（二） 国内研究现状 4
（三） 国内外研究现状总结 4
三、“90后”大学生离职的影响因素统计与分析 5
（一） 员工个人原因——基于问卷调查分析 5
1、 对薪资的不满、晋升空间狭窄为主要离职因素 5
2、 职业定位不清晰，缺乏有效职业生涯规划 6
3、 崇尚个性，人际关系差，心理承受能力普遍较弱 7
4、 “90后”员工学历相对较高，思维开放 7
（二） 企业原因 8 90后大学生员工离职因素研究:http://www.youerw.com/guanli/lunwen_96205.html