心理契约违背对“90后”员工EVLN行为的影响：组织承诺的中介作用

发布时间：2018-01-04 00:39

本文关键词：心理契约违背对“90后”员工EVLN行为的影响：组织承诺的中介作用　出处：《烟台大学》2017年硕士论文　论文类型：学位论文

【摘要】：随着越来越多的“90后”步入职场,他们已经从职场新生代逐步转变为职场主力军,对企业的发展具有至关重要的影响。目前对企业来说,“90后”新生代员工是一群“特殊的新员工”—他们初入职场,有理想抱负,对自己充满信心,对社会和职场未免会有过高期望。但是由于他们缺乏工作经历和经验,在加入组织之初心理契约会处于不断形成和发展的动态平衡之中,对相互的责任和义务的感知也会不断调整变化。因此,企业若要做好对“90后”员工的管理就必须重视心理契约违背对“90后”员工行为态度的影响,防止“90后”员工心理契约违背现象的发生或在这一情况发生后及时采取相应的补救措施,避免“90后”员工的流失,使企业获得持续发展。本文以EVLN行为模型(E—退出行为、V—建言行为、L—忠诚行为、N—忽略行为)为代表来探究心理契约违背对企业“90后”员工行为态度的影响,并探讨组织承诺在两者之间所起的中介作用。本文以400多名“90后”员工为调查对象,向他们发放调查问卷。问卷主要包括心理契约违背量表、组织承诺量表及EVLN行为量表。本研究使用SPSS17.0软件作为统计分析工具,对数据进行描述性统计分析、差异分析、因子分析、方差分析、相关分析和回归分析。通过实证分析,对他们的心理契约违背、组织承诺及EVLN行为之间的关系进行研究,希望能达到以下几个目的:一是研究样本企业“90后”员工的心理契约违背、组织承诺和EVLN行为的总体状况;二是研究样本企业“90后”员工的心理契约违背、组织承诺和EVLN行为三者之间的关系;三是能够使企业认识到造成“90后”员工EVLN行为的前因,并可以利用心理契约工具和提高组织承诺程度等来降低“90后”员工的离职率。本文的主要研究结论为:企业“90后”员工心理契约违背显著地负向影响其组织承诺,显著地正向影响其消极性行为(包括退出行为和忽略行为),显著地负向影响其积极性行为(包括忠诚行为和建言行为),并且组织承诺在企业“90后”员工心理契约违背对其退出行为和忠诚行为的影响中起到完全中介作用。本文的创新点为:以具有特殊成长背景的“90后”新生代员工为研究对象,并以其在个性心理特征影响下的职场特征为切入点,探究其在心理契约遭到违背后所表现出的行为或态度,以EVLN行为模型对这些行为态度进行概括,并加入组织承诺为中介变量。本研究将“90后”新生代员工的心理契约违背、组织承诺及EVLN行为进行有机串联,建立它们之间的关系,从而将人力资源管理学、心理学及管理学多学科领域进行交叉研究。本研究不仅在理论研究范畴内丰富了心理契约违背、组织承诺及EVLN行为模型的研究内容,而且在实践方面能够为企业人力资源管理者用心留住“90后”优秀人才拓宽思路,对提高我国整体的“90后”人力资源管理水平也具有较强的指导意义。
[Abstract]:With more and more 90 into the workplace, they are from the new workplace gradually into the job force, is of vital importance to the development of enterprises. The enterprises, 90 generation employees are a group of special new employees "- they are entering the workplace, ambition, confidence yourself, there will be high expectations of society and the workplace too. But because of their lack of work experience and experience in joining the organization at the beginning of the psychological contract is a dynamic equilibrium formation and development, will continue to adjust the change of mutual responsibility and obligation perception. Therefore, if the enterprise wants to do a good job of" 90 "the management staff must attach importance to the influence of psychological contract violation of the" 90 "employee behavior and attitude, to prevent the occurrence of 90 employees psychological contract violation or in the event of the situation timely recovery Take appropriate remedial measures, avoid the "90" of the loss of staff, to enable enterprises to obtain sustainable development. Based on the behavior model of EVLN (E - V - exit behavior, voice behavior, L - N - loyalty behavior, ignore the behavior as the representative) to explore the influence of psychological contract violation of enterprises "90" employee behavior and attitude, and discuss the intermediary role played by organizational commitment between the two. In this paper, more than 400 90 employees for the survey, questionnaires to them. The questionnaire includes psychological contract scale, organizational commitment scale and EVLN scale. This research uses SPSS17.0 software as a tool for statistical analysis, descriptive statistical analysis of data difference analysis, factor analysis, variance analysis, correlation analysis and regression analysis. Through empirical analysis, a violation of their psychological contracts, research the relationship between organizational commitment and EVLN behavior, hope To achieve the following objectives: one is to study the sample enterprise "90" employee psychological contract violation, the overall situation of organizational commitment and EVLN behavior; two is to study the sample enterprise "90" employee psychological contract violation, the relationship between organizational commitment and the behavior of EVLN three; the three is to allow enterprises to recognize the antecedent cause "90 employees EVLN behavior, and can use the tools of psychological contract and improve the degree of organizational commitment to reduce the turnover rate of 90 employees. The main conclusions of this article:" 90 "enterprise employees' psychological contract violation negatively affect its commitment to the organization, a positive and significant effect on the negative behavior (including exit the behavior and neglect behavior), negatively affect the enthusiasm of behavior (including loyalty and voice behavior), and organizational commitment in the company" 90 "employee psychological contract violation on its back A full mediating effect and behavior loyalty. The innovation of this paper is: with the special background of the "90" new generation employees as the research object, and its psychological characteristics under the influence of workplace characteristics as the breakthrough point, to explore the behavior or attitude was shown after the breach in the psychological contract, the EVLN behavior model of these behavior are summarized, and joined the organizational commitment as mediating variables. In this study, the Psychological Contract 90 generation of employees against, organizational commitment and EVLN behavior of organic series, establish the relationship between them, so the human resources management field, many psychology and management of interdisciplinary research. This research not only in the category of theoretical research has enriched the research contents of psychological contract violation, organizational commitment and behavior model of EVLN, but also in practice for enterprises Industry human resources managers keep the idea of "post-90s" excellent talents in mind, which also has a strong guiding significance for improving the overall "post-90s" human resource management level in China.

【学位授予单位】：烟台大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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