近年来，随着我国经济体系越加完善，中小企业也像雨后春笋般出现在经济舞台上，并且逐渐扮演着越来越重要的角色。中小企业是我国经济多元化的必要组成部分，是补充社会多种就业的强大支撑，是促进多种竞争形式的中坚力量，是现阶段各种新经济、新模式的开拓者，是大部分行业市场经济合理价格的搅拌器和维稳器，是各类创新型人才、创业型人才的孵化器。 然而，相比中小企业所起到的诸多作用来说，中小企业也面临着来自各个方面的诸多困难和障碍，例如融资困难、技术研究和开发障碍、人员流失率过高等等。其中人员的高流失率给中小企业的发展带来很大的阻碍，正是因为看到了此类问题，本文以笔者所在A公司（一家传统行业中小企业）为案例分析对象，通过对A公司人力资源现状情况进行详实细致的分析，并对A公司员工工作满意度和离职倾向之间的影响进行实证分析，希望能够利用自己所学为所在A公司提升员工工作满意度，降低离职倾向出谋划策，提供可行性方案和建议。也为国内其他各行业中小企业相关人力资源问题的研究提供一点方向和思路。 本文通过详细了解A公司在人力资源现状方面的情况和出现的问题后，在查阅国内外大量有关文献并参考诸多国内外权威的调查量表后总结概括出影响A公司员工工作满意度的五个维度，设计出调查问卷。利用现在比较方便的问卷星APP以微信的形式发给A公司全体员工的个人微信上，在所有员工进行填写后收集调查问卷。运用SPSS统计软件对调查问卷数据进行分析，进而验证假设。 通过数据分析的结果，再结合A公司人力资源的实际情况，找到影响A公司员工满意度的主要构成因素，以及各因素所占大致比重，对此为提出其员工工作满意度提供切实可行的建议和意见，例如重视员工培训，加强企业文化建设、建立全面细致公平合理的薪酬福利体系等等。同时根据实证研究的结果进一步判断员工满意度和员工离职倾向之间的负相关关系，为如何降低该公司人员高流失率提供更加科学的诊断，提出切实可行的方案。

In recent years, with the improvement of China's economic system, small and medium-sized enterprises have sprung up in the economic arena, and gradually play an increasingly important role. Small and medium-sized enterprises are the necessary components of China's economic diversification, it is a strong support of various employment in the society, is the backbone of promoting various forms of competition, is the pioneer of various new economy and new mode, is the agitator and dimension stabilizer of the reasonable price of most industry market economy, and is the incubator of all kinds of innovative talents and entrepreneurial talents. However, compared to the many roles played by SMEs, SMEs also face many difficulties and obstacles from various aspects, such as financing difficulties, technical research and development barriers, high turnover rate and so on. Among them, the high turnover rate of the small and medium-sized enterprises brought great obstacles to the development, it is precisely because of this problem, this article to the author of a company (a traditional industry and small and medium-sized enterprises) as a case analysis of the object, through a company's human resources situation of a detailed and detailed analysis, And the effect of employee satisfaction and turnover inclination of a company is analyzed empirically, hoping to make use of their own learning to improve employees ' job satisfaction, reduce turnover inclination, and provide feasible plan and suggestion. It also provides a little direction and train of thought for the research of the related human resources of other industries in China. In this paper, through a detailed understanding of a company in the situation of human resources and problems, after consulting a large number of relevant literatures at home and abroad and reference to a lot of domestic and foreign authoritative survey scale, summed up the impact of a company staff job satisfaction five dimensions, design a questionnaire. Use the now more convenient questionnaire star app in the form of micro-letter to a company staff of the personal micro-letter, all employees completed after the collection of questionnaires. Using SPSS statistical software to analyze the questionnaire data, and then verify the hypothesis. Through the results of data analysis, combined with the actual situation of a company's human resources, to find the main factors affecting the employee satisfaction of a company, as well as the proportion of each factor, to provide practical suggestions and suggestions for the employee's job satisfaction, such as attaching importance to staff training, strengthening enterprise culture construction, To establish a comprehensive and fair pay and benefits system. At the same time, according to the results of empirical study, the negative correlation between employee satisfaction and turnover tendency is further judged, which provides a more scientific diagnosis for how to reduce the high turnover rate of the company.