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随着地方性城市银行和外资银行的加入，银行业之间的竞争不断加剧。行业竞争使得各大商业银行不断发掘和利用新的市场资源、不断完善员工管理办法和内部管理制度，完善激励机制等方式去保持竞争优势。如果处理不好人才的问题，银行很难在竞争中处于不败之地。尽管银行的管理层已经认识到这一问题的重要性和紧迫性，也在不断尝试新的管理制度和用人机制来稳固人才队伍，但依然存在着一定的问题，从而导致员工特别是基层员工不断地离职流失。

本文在已有关于我国商业银行员工离职问题现状和成因的研究文献基础上，深入了解兴业银行兰州分行员工离职情况，基于Price-Mueller(2000)离职模型分析框架研究了兴业银行兰州分行员工离职原因及其防范措施，目的在于降低兴业银行兰州分行员工的离职率。研究发现：外部工作选择的机会会增加员工的离职倾向；亲属责任对员工的离职倾向有重要影响；学习机会越多，员工离职倾向越低；高工作参与度的员工倾向于留职；员工的情感(积极/消极)会影响其离职倾向；工作自主权越高的员工，离职倾向越低；分配的公平性越高，离职倾向越低；工作压力越大越容易离职；薪酬水平越高离职倾向越低；晋升机会越小工作寻求行为越多，离职倾向越高；工作单调性越高，员工越容易离职；员工得到的社会支持越多，离职行为越少；较低的组织承诺和工作满意度会导致员工产生离职行为。

最后，基于兴业银行兰州分行员工离职原因分析的结果，从文化塑造、工作内容设计、学习和晋升机会等方面提出了相应的防范策略，讨论了本文的研究意义，并为企业管理者如何解决员工离职问题提出了相关建议。

With the entry of local city banks and foreign banks, the competition between the banking industry has been escalating and intensifying. Industry competition has caused major commercial banks to continuously explore and utilize new market resources, continuously improve employee management methods and internal management systems, and improve incentive mechanisms to maintain their competitive advantages. If the problem of talent is dealt with, it is difficult for banks to remain invincible in the competition. Although the bank’s management has recognized the importance and urgency of this issue, and is constantly trying new management systems and employment mechanisms to stabilize the talent team, there are still certain problems that have caused employees, especially grassroots employees, to continue Land turnover is lost.

Based on the in-depth study of the current situation and causes of employee turnover in my country's commercial banks, this article has an in-depth understanding of the employee turnover of the Industrial Bank Lanzhou Branch. Based on the Price-Muelle (2000) turnover model analysis framework, this paper studies the causes and prevention of employee turnover in the Industrial Bank Lanzhou Branch The purpose of the measures is to reduce the employee turnover rate of the Industrial Bank Lanzhou Branch. The study found that: the opportunity of external job choice will increase the employee’s turnover intention; family responsibility has an important influence on the employee's turnover intention; the more learning opportunities, the lower the employee turnover intention; the employees with high work participation tend to stay; the employee’s emotions (Positive/negative) will affect their turnover intention; the higher the job autonomy of employees, the lower the turnover intention; the higher the fairness of distribution, the lower the turnover intention; the greater the work pressure, the easier it is to leave; the higher the salary level, the greater the turnover intention Low; the smaller the chance of promotion, the more job-seeking behaviors and the higher the tendency to leave; the higher the job monotony, the easier it is for employees to leave; the more social support employees receive, the fewer turnover behaviors; lower organizational commitment and job satisfaction Will lead to employee resignation behavior.

Finally, based on the analysis of the reasons for employee resignation in the Industrial Bank Lanzhou Branch, corresponding preventive strategies are proposed in terms of cultural shaping, job content design, learning and promotion opportunities, etc. The research significance of this article is discussed, and how to deal with employees for corporate managers The resignation issue put forward relevant suggestions.