关于企业员工离职与离职倾向的影响因素分析
Analysis of Factors Influencing Employee Turnover and Attrition Tendencies in Enterprises

在激烈的人才竞争中，高离职率不仅会增加企业的人力资源成本，还对企业的声誉产生不利影响。本文旨在对导致员工离职的影响因素进行深入分析，预判和有效管控员工的离职倾向，促进企业良性发展。本文基于Kaggle平台的员工离职预测训练赛中发布的真实数据，利用列联表分析评估各个特征与离职状态之间是否存在相关性；随后，基于Logistic回归深入研究各个特征对员工离职的影响关系及影响程度大小。研究结果表明，在0.05显著性水平水平上，是否加班、出差频繁度、工作生活平衡度、月收入与年龄对员工离职状态的影响最为显著；影响程度由小到大依次排序分别为：工作生活平衡度、年龄、月收入、出差频繁度与是否加班；员工离职与是否加班、出差频繁度为正相关关系，与工作生活平衡度、年龄、月收入呈负相关关系。对此，给出以下建议：(1) 制定员工晋升规划；(2) 合理安排工作时间；(3) 完善企业激励机制；(4) 构建以人为本的企业文化。通过以上建议，希望能帮助企业制定更有效的人力资源管理策略，从而确保企业在激烈的市场竞争中持续取得成功。
In the competitive landscape of talent acquisition, high turnover rates not only increase the human resource costs of enterprises but also adversely affect their reputation. This paper aims to conduct an in-depth analysis of the factors leading to employee turnover, predict and effectively manage employees’ attrition tendencies, and promote the healthy development of enterprises. Based on real data from the employee turnover prediction training competition on the Kaggle platform, this study utilizes contingency table analysis to assess the correlation between various features and turnover status. Subsequently, utilizing logistic regression, it delves into the relationships and degrees of influence of these features on employee turnover. The research findings indicate that, at a significance level of 0.05, overtime, frequency of business trips, work-life balance, monthly income, and age have the most significant impact on employee turnover status. The degree of influence, ranked from smallest to largest, is as follows: work-life balance, age, monthly income, frequency of business trips, and overtime. Employee turnover demonstrates a positive correlation with overtime and frequency of business trips, while exhibiting a negative correlation with work-life balance, age, and monthly income. In light of these findings, the following recommendations are proposed: (1) Develop employee promotion plans; (2) Implement reasonable work hour arrangements; (3) Enhance enterprise incentive mechanisms; (4) Foster a people-centric corporate culture. It is hoped that these recommendations will assist enterprises in formulating more effective human resource management strategies, thereby ensuring sustained success in today’s fiercely competitive market.