摘　要 农村商业银行是我国金融体系的重要组成部分，随着金融体系的日益完善，银行业逐步向外资银行放开，内外部压力迫使农商行需要按照现代商业银行管理模式运作。因此，各种优秀的人才资源无疑是农商行实现建设现代商业银行目标的最根本保证，然而，由于存在制度和体制上的缺陷，农商行员工离职现象越来越普遍，离职率不断攀升，已严重影响了农商行向现代商业银行转型发展的步伐，如何有效引进和留住优秀人才，是农商行迫切需要解决的问题。 本文在以往文献研究的基础上，以工作满意度为切入点，实证研究C农商行员工离职倾向问题，重点选取薪酬情况、职业晋升、绩效考核、培训教育、企业文化、工作成就、人际关系、办公环境、制度流程等九个维度，通过案例访谈法、文献资料法、问卷调查法、统计分析法等深入分析C农商行员工产生离职倾向的原因。通过SPSS统计软件进行信度分析、因子分析和交叉分析，得出各个影响因素与员工离职意愿的相关性和相关程度。分析结果显示：薪酬水平不高、职业晋升不畅、绩效考核不合理、工作成就感缺失是导致员工产生离职倾向最主要的原因。根据研究结果，有针对性的从改善薪酬水平、拓宽职业晋升渠道、改善绩效考核管理和提升员工工作成就感等四个方面提出改进建议和管理对策，以帮助C农商行改善人力资源管理现状。 本文的研究以具体实例聚焦农商行员工离职倾向因素分析，并提出了合理的改进建议和对策，具有一定的代表性，对农商行乃至金融行业在提高员工满意度方面具有一定的参考价值，也有助于丰富相关的研究。

ABSTRACT Along with the improving progress of national economic system, China’s banking industry has now opened door embracing outside competitors. On account of the internal and external pressures, Rural Commercial Banks (RCBs), as a critical part of national economic system, are gradually transforming themselves to be able to think and operate like Modern Commercial Banks (MCBs). In the matter of this, maintaining effective Human Resource (HR) is a basic prerequisite to assure RCBs’ revolution. While regarding the inherent defects, system flexibility and process agility for example, RCBs have to face a rising labor turnover rate that stagnate their transformation process. How to recruit qualified personnel effectively and keep competent ones is now becoming a realistic problem in front of RCBs and urges immediate response measures. This paper analyzes factors those fluctuate labor turnover inclination based on previous literature researches, and starts research through employee satisfaction investigation in the case of Rural Commercial Bank C. The research clarifies nine influencing dimensions including salary, occupation promotion, performance appraisal, training and education, corporate culture, career achievement, interpersonal relationship, working environment, system and process. According to reliability assessment on SPSS, factor analysis and cross analysis, it is clear that the main reason of resignation is composed of low salary, poor promotion, unreasonable performance appraisal, and lack of career achievement. On the basis of research finding, it is recommended to optimize HR management by rising salary level, broaden promotion channel, rationalizing performance appraisal and improving employee sense of achievement. This study focuses on a specific instance of rural commercial bank, reveals influencing factors toward employee resignation behaviors, and proposes practical suggestions and countermeasures. In consideration of its representativeness, the finding could be helpful for other relevant studies, and as a reference for RCBs (or other kind of financial institute) improving employee satisfaction.