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中文摘要：
离职是现代企业组织中常见的员工“组织新陈代谢”现象，这一现象的存在对组织的生存与发展产生影响。避免员工离职或者良性利用离职是组织管理实践中的重要问题。将Stackelberg博弈引入员工离职行为的分析，发现存在组织可承受的离职倾向，其具体值取决于员工个体的边际收益系数和组织人力资本投入的作用系数，同时与组织内部形成的员工关系结构有密切联系。因此，离职行为的控制和避免也可以通过员工节点所处的组织结构、组织位置来实现。
英文摘要：
Turnover is very common in modern enterprises, which brings great threat to the development of the organizations. Therefore, how to avoid turnover is one of the organizations＇ management concerns. An analysis of the turnover behavior with the help of Stackelberg Game finds that there exists a turnover tendency that organizations can withstand. Its specific value depends on individual employee＇s marginal benefit coefficient and the coefficient of human resources investment of the organizations, and it is also closely connected with the internal employee rela- tion structure in an organization. Therefore, it is possible to avoid the turnover phenomena by controlling organiza- tional structure and employees＇ positions in an organization.
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