研究目的：近年来，随着我国高速铁路的发展，铁路施工企业每年都吸纳大批的新员工进入工作岗位，然而，由于铁路施工企业通常工作地点不固定、工作条件艰苦、流动性强，所以，在薪酬福利待遇不错的情况下，仍有大量新员工流失。而且，随着崇尚自由、追求个人成长、重视生活品质的“80 后”和“90 后”成为职场最主要的生力军时，铁路施工企业所面临的新员工流失问题也将日益凸显出来。因此，如何留住新员工将成为铁路施工企业人力资源管理所面临的重要课题。
研究结论：本文从铁路施工企业的工作特点和新员工需求特征分析入手，深入探讨了影响新员工流失的组织因素和员工因素，然后，根据心理契约动态过程管理的思路，从招聘、培训发展和激励三方面提出了铁路施工企业的新员工保留策略，即企业在招聘过程中应坦诚相待并注重员工价值观; 员工入职后，应推行导师责任制并拓宽晋升渠道; 在激励方面，应物质激励、感情激励和荣誉激励并重。
Research purposes:In recent years，with the development of high － speed railway in China，the railway construction companies have absorbed large numbers of new employees into jobs every year．However，because the railway construction enterprises are usually not in fixed place of work and in difficult working conditions，in the case of a good salary and benefits，there are still a number of new employees to turnover． Moreover，when the " After 80" and " After 90" who is respect for liberty，pursuits of personal growth and focuses in quality of life have become the most important force in labour market．The loss of new employees in railway construction enterprises will become increasingly prominent．Thus，how to retain new employees will be the major task of human resources management for the railway construction enterprises．
Research conclusions:This paper analyses the features of the work and the demand characteristics of the new employees in the railway construction enterprises，discusses the organizational factors and the employee factors which impact the new employee turnover，and then proposes the strategies for new employee retention in the railway construction enterprises by the idea of dynamic process management of psychological contract，which contain that the enterprises should not only be frank，but also focus on employee values in the recruitment process; perform the tutor accountability and broaden the channels for promotion after the entry; pay attention on the material incentives，as well as the feelings and honor incentives．
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