2014年10月20日,《国务院关于加快发展体育产业促进体育消费的若干意见》（简称46号文）要求放开体育行业融资管制，打破体育行业经营范围壁垒，鼓励体育行业采用“体育+”模式发展。46号文的利好政策使得体育行业百花齐放，出现多家体育赛事和场馆管理公司。但是体育专业人才储备不足，以致体育劳动力市场供不应求。体育公司不惜提高人力成本留住体育专业人才，体育院校应届毕业生及跨专业多年从事体育工作的求职者在进入新兴体育公司后陆续离职。居高不下的员工离职率挑战着公司的正常运营。本文以鲁西南竞赛管理公司为例，找出导致新兴体育公司在职员工产生离职倾向的原因，为新兴体育公司留住专业人才提供建议。

本研究采用刘永安和王芳《影响员工离职意向的因素研究》中的理论框架设计问卷和分析问题。使用STATA12和SPSS18对鲁西南竞赛管理公司115名在职员工进行问卷数据分析，从个人、组织和环境三个维度找出该公司在职员工产生离职倾向的因素。对问卷数据分析后发现：2017-2021年鲁西南竞赛管理公司平均主动离职率为18.73%；2021年底在职员工平均离职倾向指数为14.39（离职倾向指数总分为20，分数越高代表离职倾向越大）；个人维度下年龄和婚姻与离职倾向相关系数分别为-0.546和-0.610，呈负向相关关系；组织维度下工作满意度、组织承诺和离职倾向相关系数分别为-0.643和-0.649，呈负向强相关关系；环境维度下工作机会和交通（单程通勤时长）与离职倾向相关系数分别为0.588和0.550，呈正向相关关系。

基于分析数据结果，本研究对该公司提出以下建议：首先，重视个人维度，阶梯化员 工年龄，靶向化对待员工婚姻；其次，优化组织维度，修改绩效考核标准，打通晋升途径； 最后，修补环境维度，提高离职成本，人性化管理宿舍。

Human resources are an important factor for companies. Nowadays the sports industry has been developing rapidly with the support of national policies. With the rapid development of sports industry companies, graduates from sports colleges and universities, or employees with extensive experience in the sports industry but educated neither sports colleges nor universities are in short supply in the labor market. Sports companies, ignoring the fit state of employees, consider it a priority for their human resources to manage and use these employees in a rational and scientific way and to fully exploit their potential. The growing phenomenon of employee turnover has led sports companies to realize that if employees do not remain in the company on a consistent basis, other HR research efforts are meaningless.

This study uses STATA12 and SPSS18 data analysis tools to estimate the turnover intention and try to find out the impression factors of employees' turnover intention by compiling and collecting data from the questionnaire of the employees turnover in service of Ru Xinan Competition Management Company，with one parent company and six subsidiaries. Analyzing data from 11 factors that may lead to the employees turnover intention of this company in three dimensions: personal, organizational and environmental. The results found that: the average active turnover rate of Ru Xinan Competition Management Company from 2017 to 2021 was 18.73%; at the end of 2021,the average turnover intention index of employees in service was 14.39; the correlation coefficients of age and marriage with turnover intention under the personal dimension are -0.546 and -0.610 respectively, which were negatively correlated; the correlation coefficients of job satisfaction and organizational commitment under the organizational dimension are -0.643 and -0.649, which are negatively and strongly correlated; the correlation coefficients of job opportunity and transportation (commuting time) under the environmental dimension are 0.588 and 0.550 respectively, which are positively correlated with the turnover intention. In addition, in the process of in-depth analysis of the data of each influencing factor, it is found that Ru Xinan competition management employees have negative emotions about the assessment standard of salary and income, job promotion path and dormitory management system.

Based on the analyzed data, this study proposes the following recommendations for the management of Ru Xinan Competition Management from the individual, organizational and environmental dimensions respectively: firstly, pay attention to the individual factors, rejuvenate the workforce, and treat the employees marriage issues differently; secondly, optimize the organizational factor, modify the performance appraisal standard, improve the employee job satisfaction, open up the promotion path, and increase the employees organizational commitment; finally, consolidate the environmental factor, improve the separation costs, treat job opportunities with care, manage dormitories humanely, and maintain transportation welfare advantages.