摘 要离职现象一直是企业管理者关注的问题，而这个问题与职工的工作满意感及企业内部的激励机制有着千丝万缕的联系。“工作满意可以减少缺勤、离职，并可以降低事故发生率。
”（Robert· L·kahn）通过对工作满意感的调查，可以直接反映企业内部人力资源状况，从而作出积极的反应，调整企业激励机制，达到提高职工工作满意程度，降低离职率，留住有用人才、提高企业效绩的目的。本文介绍了职工工作的满意感和企业运用的内部激励、外部激励。
对于作者本人所在企业——上海国际油漆有限公司（IPSH）的技术服务部（目前共有52人）进行了个别访谈和问卷调查，并根据调查的统计结果进行现阶段的职工满意感分析，寻找公司离职现象的原因。激励是管理者的关键职能，如何对员工进行切实、有效的激励，作者给IPSH的高层管理者提出了具体的措施，作为个人的一点建议，也希望能给予其它有类似现象的企业一些借鉴。
ABSTRACTThe phenomena of dimission is always being focus on by managers, and this problem has many relationships with employees’ working satisfaction and corporation’s encouragement.“Working satisfaction can reduce absence and dimission, it also can reduce the rate of accidents.”(Robert·L·kahn) The investigation of working satisfaction reflects the status of human resource in the corporation, through this, positive reactions can be made, encouragement system can be adjusted, so that employees get more satisfaction, dimission is reduced and improve performance.This article introduces employees’ working satisfaction and external, internal encouragement. Private talking and questionnaire are carried through in author’s company –INTERNATIONAL PAINT SHANG HAI—technical service department (52 people). The reason that dimission in the company is to be found based on the analysis of these investigations.Encouragement is managers’ key function, author gives some suggestions to the high layer managers in IPSH—how to encourage people and hopefully the advice can be useful sometimes in other corporation also. 目 录摘 要1ABSTRACT21 研究目的与规划11.1 研究目的11.2 研究规划12.1 离职现象及其产生原因22.2 波特—劳勒模型22.3 工作满意感32.3.1 信念与态度42.3.2&nb
