基于Logistic回归模型的员工离职倾向影响因素研究
Research on Factors Influencing Employee Turnover Intention Based on Logistic Regression Model

随着市场竞争压力的持续增大，员工主动离职率升高已成为企业面临的重要难题。本文首先从理论上分析员工离职倾向及其影响因素，然后基于Logistic回归模型对员工离职倾向及其影响因素进行实证分析，以确定离职倾向的影响因素以及各影响因素对离职倾向的影响程度。研究结果表明，员工满意度、完成项目数和工作事故与离职率呈负相关，而员工平均每月工作时间和司龄与离职率呈正相关。此外，晋升、工作部门和薪酬水平也对离职率产生影响。本文的研究结果为企业制定降低主动离职率的合理决策提供了参考。
As market competition pressure continues to increase, the increase in employee voluntary turnover rate has become an important problem faced by enterprises. This article first theoretically analyzes employee turnover intention and its influencing factors, and then conducts an empirical analysis of employee turnover intention and its influencing factors based on the logistic regression model to determine the influencing factors of turnover intention and the degree of influence of each influencing factor on turnover intention. The research results show that employee satisfaction, number of completed projects and work accidents are negatively related to turnover rate, while employees’ average monthly working hours and company age are positively related to turnover rate. In addition, promotions, job departments and pay levels also have an impact on turnover rates. The re-search results of this article provide a reference for enterprises to make reasonable decisions to reduce voluntary turnover rates.