FS银行核心员工心理资本与离职倾向关系的实证研究

发布时间：2018-07-21 16:18

【摘要】：在知识经济时代,企业核心员工是企业创造效益的主要动力,而核心员工的离职是企业,尤其是金融企业发展的障碍。本研究通过对心理资本和离职倾向两个变量的研究,结合FS银行的实际情况,探讨FS银行核心员工心理资本和离职倾向的关系。本研究主要分两个部分：第一部分是绪论部分,主要阐述研究背景；研究意义；研究方法、思路、框架及国内外文献综述。第二部分是研究主题部分,包括理论建构、FS银行现状与核心员工离职问题、实证研究、讨论以及建议与对策。通过查阅现有文献,详细阐述心理资本及离职倾向两个变量相关内容,包括定义、结构、影响因素及其测量。在已有相关理论基础上,得出本文的研究方法。对FS银行核心员工心理资本与离职倾向关系的研究过程中,主要有两个阶段：第一阶段在FS银行核心员工中随机选取50名作为样本进行测试,经过分析,调整问卷结构使之更适用于FS银行核心员工。心理资本问卷包括四个维度24个项目,通过项目分析,验证性因素分析和可靠性分析,心理资本具有良好的可靠性。通过对心理资本问卷的验证性因素分析,证实了FS银行核心员工的心理资本符合本文定义的心理资本四维度。第二阶段的研究主要集中于对搜集到的300名核心员工调查样本,运用统计学相关原理,结合EXCEL分析工具,进行深入细致的数据分析。我们发现：(1)FS银行核心员工心理资本和离职倾向之间显著负相关。(2)FS银行核心员工与在职离职员工在心理资本和离职倾向上恰恰相反。由于心理资本相对较高,在一定程度上降低了在职核心员工的离职倾向。(3)FS银行核心员工心理资本和离职倾向在性别维度上存在差异。男性员工心理资本高于女性员工,但是离职倾向也比女性员工高。本研究在理论上进一步验证国内关于心理资本的研究。文中验证心理资本问卷(PCQ—24)可以应用于FS银行核心员工,为FS银行核心员工心理资本的测量提供了工具。阐明了心理资本和离职倾向的关系。在实践领域对FS银行核心提高员工心理资本,降低员工离职倾向有一定指导意义。
[Abstract]:In the era of knowledge economy, the core employees of enterprises are the main driving force for enterprises to create benefits, and the departure of core staff is the obstacle to the development of enterprises, especially financial enterprises. Based on the study of psychological capital and turnover intention, the relationship between psychological capital and turnover intention of core staff in FS bank is discussed. This research is divided into two parts: the first part is the introduction part, mainly elaborates the research background, the research significance, the research method, the thought, the frame and the domestic and foreign literature review. The second part is the research topic, including the theoretical construction of FS bank status and core staff turnover, empirical research, discussion, suggestions and countermeasures. By referring to the existing literature, this paper expatiates on the related contents of psychological capital and turnover intention, including definition, structure, influencing factors and their measurement. Based on the existing theories, the research methods of this paper are obtained. In the process of studying the relationship between psychological capital and turnover intention of core staff in FS Bank, there are two main stages: in the first stage, 50 core employees of FS Bank were randomly selected as samples to test, and the results were analyzed. Adjust the structure of the questionnaire to make it more suitable for FS bank core staff. Psychological capital questionnaire includes 24 items in four dimensions. Through item analysis, confirmatory factor analysis and reliability analysis, psychological capital has good reliability. Through the confirmatory factor analysis of psychological capital questionnaire, it is proved that the psychological capital of the core staff of FS bank accords with the four dimensions of psychological capital defined in this paper. The second stage of the study is mainly focused on the collection of 300 core staff survey samples, using statistical related principles, combined with excel analysis tools, in-depth and meticulous data analysis. We find that: (1) there is a significant negative correlation between the psychological capital and turnover intention of the core staff in FS Bank, and (2) the psychological capital and turnover intention of the core staff in FS Bank are opposite to those of the former. Because of the relatively high psychological capital, the turnover intention of the core staff is reduced to some extent. (3) there are differences in the gender dimension between the psychological capital and the turnover intention of the core staff in FS bank. The psychological capital of male employees is higher than that of female employees, but the turnover tendency is also higher than that of female employees. This study further verifies the domestic research on psychological capital in theory. This paper verifies that PCQ-24 can be applied to the core staff of FS Bank and provides a tool for measuring the psychological capital of the core staff of FS Bank. The relationship between psychological capital and turnover intention is clarified. In the practical field, it has certain guiding significance for the core of FS bank to improve the psychological capital of the staff and reduce the turnover intention of the staff.
【学位授予单位】：辽宁大学
【学位级别】：硕士
【学位授予年份】：2012
【分类号】：F272.92;F832.33

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