| ACKNOWLEDGEMENTS | 第4-5页 |
| ABSTRACT | 第5-6页 |
| 摘要 | 第7-8页 |
| LIST OF ABBREVIATIONS | 第8-19页 |
| 1 Introduction | 第19-26页 |
| 1.1 Research Background and Questions | 第19-21页 |
| 1.1.1 Historical Evolution of Western Management Thoughts and Theories | 第19-20页 |
| 1.1.2 Reflections on the Management Practices of Chinese Enterprises | 第20-21页 |
| 1.2 Objectives and Significance | 第21-24页 |
| 1.2.1. Objectives | 第21-23页 |
| 1.2.2 Theoretical Significance | 第23页 |
| 1.2.3. Practical Significance | 第23-24页 |
| 1.3 Research Methods | 第24-26页 |
| 1.3.1 Literature Review method | 第24页 |
| 1.3.2 Questionnaire | 第24-25页 |
| 1.3.3 A Satisfaction Study with a Questionnaire | 第25-26页 |
| 2 Literature Review | 第26-37页 |
| 2.1 Relationship Between Job Satisfaction and Turnover Rates | 第26-27页 |
| 2.2 A Review of Classical Motivation Theories | 第27-31页 |
| 2.2.1. Definition of Motivation | 第27-28页 |
| 2.2.2. Motivation Means | 第28-31页 |
| 2.3 Previous Researches on Training Theories | 第31-34页 |
| 2.3.1 A review of Western literature | 第31-33页 |
| 2.3.2 Domestic Training Theories | 第33-34页 |
| 2.4 Theoretical Thinking of Key Competencies | 第34-37页 |
| 2.4.1 Definitions of and Differences Between Key Competencies andLeadership | 第34-35页 |
| 2.4.2 The Relationship Between Key Competencies and EmployeeTurnover Rate | 第35-37页 |
| 3 Case Description | 第37-45页 |
| 3.1 G Companys’ Background | 第37页 |
| 3.2 Human Resources Policy of G Company | 第37-43页 |
| 3.2.1 Organizational Structure | 第37-40页 |
| 3.2.2 Introduction to Payment System | 第40-41页 |
| 3.2.3 Training System | 第41-43页 |
| 3.3 Problems with G Company | 第43-45页 |
| 4 Case Analysis | 第45-64页 |
| 4.1 Questionnaire Design | 第45页 |
| 4.2 Questionnaire Prediction and Results Analysis | 第45-48页 |
| 4.2.1 Descriptive Analysis of the Participants | 第45-48页 |
| 4.3 Formal Questionnaire and Results Analysis | 第48-54页 |
| 4.3.1 Independent-samples t-test on Gender | 第49-50页 |
| 4.3.2 Independent-samples t-test on Marital Status | 第50页 |
| 4.3.3 Variance Analysis of Age | 第50-51页 |
| 4.3.4 Variance Analysis of Education | 第51-53页 |
| 4.3.5 Variance Analysis of Seniority | 第53-54页 |
| 4.4 Results of Questionnaire | 第54-57页 |
| 4.5 Analysis of Causes of Employee Satisfaction | 第57-64页 |
| 4.5.1 Primary Causes Analysis | 第57-59页 |
| 4.5.2 Minor Causes Analysis | 第59-64页 |
| 5 Optimization Strategy | 第64-83页 |
| 5.1 Training System Optimization Strategy | 第64-75页 |
| 5.1.1 Objectives and Principles of Establishing Training System | 第64-66页 |
| 5.1.2 The Construction of Key Competencies | 第66-73页 |
| 5.1.3 Training Methods | 第73-74页 |
| 5.1.4 Training Effect Appraisal | 第74-75页 |
| 5.2 Salary and Allowances Program Solutions | 第75-78页 |
| 5.2.1 Building Salary and Allowances Communication Channel | 第75-76页 |
| 5.2.2 Building a Rational Salary and Allowances Difference | 第76-78页 |
| 5.3 Promotion Program | 第78-80页 |
| 5.3.1 Establishing a clear communication platform for promotion | 第78-79页 |
| 5.3.2 Broaden the promotion channels | 第79页 |
| 5.3.3 Introduction of competition theory, emphasizing the survival of thefittest to break the seniority | 第79-80页 |
| 5.4 Performance Appraisal Mechanism | 第80-82页 |
| 5.4.1 Set-up SMART Goal for Appraisal | 第80-81页 |
| 5.4.2 The Results of Performance Appraisal should be Associated withReward | 第81页 |
| 5.4.3 Focus on Feedback Communication | 第81-82页 |
| 5.5 Decision-making Strategy | 第82-83页 |
| 5.5.1 Decision–making Skill Improvement | 第82页 |
| 5.5.2 Decision-making Difference for ranks | 第82-83页 |
| 6 Conclusion and Research Prospects | 第83-85页 |
| 6.1 Conclusion | 第83-84页 |
| 6.1.1 Training system and Employee Turnover | 第83页 |
| 6.1.2 Integration of ‘Key Competencies’ into Training System | 第83-84页 |
| 6.2 Limitation and Prospect | 第84-85页 |
| REFERENCE | 第85-89页 |
| APPENDIX | 第89-93页 |
