知识员工离职受多方面的影响,离职意愿的产生是关键因素,而意愿产生后的决策过程也是不可或缺的一环。本文主要实证分析了知识员工离职机会感知、认知偏差和风险偏好对离职决策的影响,以及进而对其离职行为产生的作用。通过探索性因子分析得出影响离职决策的5个关键性因子为机会感知、风险偏好、过度自信、控制幻想和相信小数定律;通过相关分析得出,机会感知和离职决策之间具有较强的正相关关系,风险偏好类型和离职决策之间的关系也很显著,认知偏差的三因子和离职决策的相关关系也成立;最后通过回归分析,将各个因子逐步纳入离职决策的回归模型当中,发现各变量和离职决策之间的线性关系明显,并得出了用因子表示的回归方程。本文研究还发现,离职意愿和离职决策间并不存在显著的相关关系,充分说明离职决策是离职行为发生的重要一环。 Knowledge workers leaving many affected by the departure, the intention to leave is the key factor, and the decision-making process after the will is an integral part. This paper mainly empirically analyzes the impact of knowledge worker’s perception of employee’s turnover, cognitive bias and risk appetite on turnover decision-making, and then its role in departure behavior. Through exploratory factor analysis, the five key factors that affect the exit decision-making are opportunity perception, risk appetite, overconfidence, fantasy control and belief in the law of fractions; the correlation analysis shows that there is a strong The relationship between positive correlation, risk preference type and exit decision is also significant. The correlation between the three factors of cognitive deviation and exit decision is also established. Finally, through regression analysis, each factor is gradually included in the regression model of departure decision, It is found that the linear relationship between each variable and the exit decision is obvious, and the regression equation expressed by the factor is obtained. The study also finds that there is no significant correlation between the intention of resignation and the decision of resignation, which fully shows that resignation decision-making is an important part of resignation.