85后新生代员工工作嵌入与离职倾向的关系研究

发布时间：2018-03-11 13:00

本文选题：工作嵌入　切入点：离职倾向　出处：《河北经贸大学》2017年硕士论文　论文类型：学位论文

【摘要】：85后是出生时间在1985年以后的年轻一代。目前,85后新生代员工已经成为职场的主力军,在职场中发挥着重要作用,但是85后新生代员工的稳定性较差,离职问题比较严重,给企业带来了很多困扰。因此,研究85后新生代员工的离职问题有着重要的现实意义。工作嵌入的概念是由Mitchell(2001)提出的。他认为,个体与其所在的组织和社区有紧密的联系,这种联系就像一张网一样,使他们“嵌入”到工作中,不易做出离职的决定。工作嵌入理论提出后,许多学者把它做为离职倾向的前置变量进行研究,结果发现,在对离职倾向的解释方面,工作嵌入比传统的态度变量更有优势。因此,本文旨在把工作嵌入引入85后新生代员工离职倾向的研究中,并从工作嵌入的角度,提出有针对性的建议,从而降低85后新生代员工的离职率。本文梳理了近年来国内外关于工作嵌入以及离职倾向的文献,在此基础上提出了模型假设。本文通过对85后新生代员工发放调查问卷,得到真实的数据。在收集到的数据的基础上,本文运用SPSS19.0对量表进行了信效度分析、独立样本T检验、单因素方差分析、相关分析和回归分析,最终得到以下结论:85后新生代员工工作嵌入对离职倾向有明显的负向作用;工作内嵌入对离职倾向有明显的负向作用;工作外嵌入对离职倾向有一定的负向作用,但这种影响作用不强;组织匹配对离职倾向的负向作用明显;组织牺牲对离职倾向的负向作用明显;而社区匹配对离职倾向有一定正向作用,但影响不明显。另外,本文还对不同的人口统计变量条件下的工作嵌入与离职倾向的差异进行了研究。最后,本文从招聘、培训、薪酬福利、职业生涯规划、人际交往需要、员工参与和认可激励的角度,为企业的人力资源管理提出了一些建议。
[Abstract]:The post-85th generation is a young generation born after 1985. At present, the post-85th generation of employees has become the main force in the workplace and plays an important role in the workplace. However, the post-85th generation of new generation employees have poor stability and the problem of leaving their jobs is relatively serious. Therefore, it is of great practical significance to study the turnover of the post-85 generation of new generation employees. The concept of job embeddedness was put forward by Mitch Kelly 2001.He believes that individuals are closely related to their organizations and communities. This kind of connection is like a net, which makes them "embedded" into the work, and it is difficult to make the decision to quit. After the theory of job embedding was put forward, many scholars studied it as the leading variable of turnover intention, and found that, In the interpretation of turnover intention, job embedding has more advantages than traditional attitude variables. Therefore, this paper aims to introduce job embedding into the study of the post-85 generation of employees' turnover intention, and from the perspective of job embedding, In order to reduce the turnover rate of the post-85 generation of new generation employees, this paper reviews the literature on job embedding and turnover intention at home and abroad in recent years. On the basis of the data collected, this paper uses SPSS19.0 to analyze the reliability and validity of the scale, and the independent sample T test. Univariate ANOVA, correlation analysis and regression analysis show that the new generation of employees after 8: 85 have a negative effect on turnover intention, job embedding has a negative effect on turnover intention, and job embedding has a negative effect on turnover intention. There is a certain negative effect of out-of-work embedding on turnover intention, but this effect is not strong, the negative effect of organizational matching on turnover intention is obvious, the negative effect of organizational sacrifice on turnover intention is obvious; Community matching has a positive effect on turnover intention, but the effect is not obvious. In addition, this paper also studies the difference between job embedding and turnover intention under different demographic variables. From the perspectives of salary and welfare, career planning, interpersonal needs, employee participation and recognition, some suggestions are put forward for the management of human resources.
【学位授予单位】：河北经贸大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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