中小企业90后新进员工离职倾向实证研究

发布时间：2018-01-02 19:27

本文关键词：中小企业90后新进员工离职倾向实证研究　出处：《哈尔滨商业大学》2017年硕士论文　论文类型：学位论文

【摘要】：随着我国的经济发展步入"新常态",经济结构性调整不断提速,市场竞争也变得愈发激烈。然而对于企业而言,要在激烈的市场竞争中保有自身的核心竞争力,吸引人才并保留住人才就显得至关重要。当前,90后大学毕业生已经进入职场,并成为助力企业发展的不可忽视的主体力量,而他们在职场中过于频繁的工作变动,导致企业员工队伍不稳定,组织运营成本不断增加,整体绩效下降,继而影响企业的发展,尤其在中小企业中其频繁离职现象更为明显,严重威胁到中小企业的平稳发展。因此明确90后新进员工产生离职倾向的主要原因和影响因素,针对性的对90后员工实施管理,以及如何有效稳定90后新进员工队伍,已成为近年来企业管理者关注的焦点。研究中小企业90后新进员工离职倾向,主要应用文献阅读法、问卷调查法和统计分析等方法。在广泛阅读关于离职倾向和90后员工的相关文献资料的基础上,通过实地调查,提出中小企业90后新进员工离职倾向的相关研究假设,构建理论研究模型。根据学者们设计的成熟量表的基础上设计问卷,对黑龙江省的中小企业90后新进员工进行问卷调查,运用SPSS19.0软件对回收的263份调查问卷进行数据分析并建立多元回归方程,验证所提出的相关研究假设,以及进行理论模型的修正。得出中小企业组织相关因素中对90后新进员工离职倾向影响最显著的因素,并分析其作用路径以及组织承诺在其中的中介作用,继而分析研究结果。根据研究的结果,为了能够对90后新进员工实施有针对性地管理,以及更有效地稳定90后新进员工队伍,针对中小企业的企业管理和人力资源管理实践提出相应的对策建议。重点强调除企业人力资源管理实践方面的改进和实施外,更要注重企业软实力如企业文化的建设和组织和谐氛围的培养等,同时有效针对90后员工的特点进行管理。
[Abstract]:With the economic development of our country stepping into the "new normal", the structural adjustment of the economy is speeding up and the market competition is becoming more and more fierce. However, for the enterprises. In order to retain their core competitiveness in the fierce market competition, it is important to attract and retain talent. At present, post-90s college graduates have entered the workplace. And become the main force that can not be ignored to help the development of enterprises, and they in the workplace too frequent job changes, resulting in unstable staff, organizational operating costs continue to increase, the overall performance decline. Then affect the development of enterprises, especially in the small and medium-sized enterprises their frequent turnover phenomenon is more obvious. It is a serious threat to the smooth development of small and medium-sized enterprises. Therefore, it is clear that the main reasons and influencing factors of the post-90s new employees' turnover intention, and targeted to the post-90s employees to implement management. And how to effectively stabilize the post-90s new staff, has become the focus of attention of enterprise managers in recent years. In order to study the turnover tendency of the post-90s employees in small and medium-sized enterprises, the main application of literature reading method. Based on the extensive reading of the relevant literature on turnover intention and post-90s employees, through the field investigation. This paper puts forward the relevant research hypotheses of turnover intention of the new employees after 90 years of small and medium-sized enterprises, constructs the theoretical research model, and designs the questionnaire according to the mature scale designed by the scholars. A questionnaire survey was conducted on the newly arrived employees of small and medium-sized enterprises in Heilongjiang Province. The data of 263 questionnaires collected were analyzed by SPSS19.0 software and the multiple regression equation was established. Verify the relevant research hypotheses proposed, as well as the theoretical model revision. It is concluded that the most significant factors affect the turnover intention of the post-90s new employees among the organizational factors of SMEs. And analyze the role of the path and organizational commitment in the intermediary role, and then analyze the results. According to the results of the study, in order to be able to implement targeted management of the post-90s new employees. And more effectively stabilize the post-90s new staff. This paper puts forward corresponding countermeasures and suggestions for the practice of enterprise management and human resource management of small and medium-sized enterprises, with emphasis on the improvement and implementation of the practice of enterprise human resources management. We should pay more attention to the soft power of enterprises, such as the construction of corporate culture and the cultivation of harmonious atmosphere of organization, and effectively manage the characteristics of post-90s employees.
【学位授予单位】：哈尔滨商业大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F276.3

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