FSK企业青年员工居高不下的离职率，严重影响到了FSK企业工作的正常运转、增加了FSK企业的运营成本，为FSK企业人力资源管理带来了难度，同时给企业运营带来了较大的负面影响。本研究在访谈和问卷调查的基础上，对FSK企业青年员工的离职倾向进行了研究分析，结果发现该中心的青年员工离职倾向明显。在青年员工离职情况的五个项目调查中：“我可能在未来一年中离开单位”选项的平均值最大，为3.78。青年员工离职倾向主要是受个人因素和组织因素的双重影响。其中，从个体因素考虑：性别、年龄、职务是影响青年员工离职的重要因素。从组织因素考虑：影响因子由高到低排列为：工作人际关系、工作环境、薪酬待遇、管理体制、绩效管理。本研究根据上述调查的数据分析和结果，提出了：搭建企业人际交往平台、创造工作环境、提高绩效管理水平等改进完善企业人力资源管理实效和综合水平的意见建议。-The high turnover rate of young staff in Call Center has seriously affected the normal work of call center, increased the contact center operating costs, brought difficulty for human resources management of Call Center. At the same time, it also brought certain effect for companies operating. The present study is based on the interview and questionnaires, select a number of staff in FSK to analysis turnover of young staff. The result as follow: Young employee turnover tendency obvious. In the case of the five young employee turnover in the research project, "I might leave units in the next year, the average" option for 3.78.The rate of turnover about young employee are affected by individual factors and organizational factors. Among them, from individual factors, gender, age, the position is an important factor of young staff turnover. From the organization, the impact factor according to consider from high to low arrangement for: work of interpersonal relationship, working environment