新引进的研发人才为何留不住？一项大数据与经验取样法的研究

Why Can’t We Keep R＆D Talent？A Study Of Big Data And Experience Sample Methods

摘要:

已有研究对入职后组织内情景因素引发的员工流失展开了广泛探讨，忽视了新募人才的流失问题，对入职前招聘信息对员工入职后流失的作用机制更鲜有关注。本研究基于ASA理论和求职者需求视角，首先，采用Python大数据爬虫技术，对我国各大主要招聘网站及相关求职论坛的研发类岗位求职者评论，进行了连续15天的大数据爬取，并通过Nvivo 15.0软件归纳出企业招聘信息质量的结构维度与观测评价方案。其次，通过连续5周的经验取样实验发现，招聘信息质量会延时调节新员工入职后的体验感受，进而影响其工作嵌套认知的准确性；且该作用会在新员工形成工作嵌套认知后，持续调节影响其留职意愿。根据研究结论，建议相关企业，在人才招聘（引进）工作中，优化现有招聘流程，递进式披露相关招聘信息，改善组织氛围与工作环境机制，帮助新员工快速提升留职意愿，以在源头上遏制因新员工预期落差所造成的人才流失问题。

Abstract:

In order to answer the question that “Why can’t the R＆D talents introduced by enterprises stay”, this study is established in job seekers’ needs, which uses Python big data crawler technology to craw for 15 days big data in comments on job seekers for R＆D positions on major recruitment websites and related job forums in China and is based on P-O fit theory. This study summarizes the structural dimension and quantitative observation method of enterprise recruitment information quality via Nvivo 15.0 software. Besides, we discover that the quantity of enterprise recruitment will adjust delay the feeling and experience of new employees after entering the company though influence their job nesting cognitive accuracy, and continue to adjust the impact of their willingness to be retained after they produce job embeddedness. According to the result of study, we suggest that related enterprises improve the process of previous employment，explode related employment information continuously，improve the organization atmosphere and environment mechanism and help new employees enhance retention intention rapidly during the talent introduction in order to contain the brain drain which is caused by new employee expectation gap from the origin.