知识型员工心理资本对离职倾向的影响：工作满意度的中介作用

发布时间：2018-05-19 00:31

本文选题：知识型员工 + 心理资本　；参考：《广东财经大学》2017年硕士论文

【摘要】：我国经济结构正在从原来的数量经济向质量经济转型,知识型人才在质量经济时代发挥着至关重要的作用。员工主动离职的成本在企业税前收入中占很大的比例,如何降低企业员工离职是企业必须面对的难题,也是人力资源管理实践中要解决的实际问题。心理资本既是个体先天具备的一些心理特质,也包含个体后天学习形成相对稳定的心理状态。心理资本在员工应对触发离职倾向事件的过程中起着重要作用,因此,研究心理资本对员工离职倾向的影响尤为必要。本文基于情感事件理论展开心理资本对员工离职倾向影响的研究。文中从变量的定义、维度划分、测量量表均采用国内学者的成果,更契合我国人治的文化,更加注重本土化研究的应用与拓展。通过对已有的研究梳理发现,心理资本水平高的员工,在工作满意度上表现出较高的满意水平,尤其人际心理资本高的员工,他们往往是谦虚有礼,感恩奉献等特质较为突出,面对工作中薪酬和人际关系上表现出比常人更高的满意水平,他们较少的因为了薪酬上不大的差距就对公司心怀怨愤,也不会因为与同事关系欠妥而轻易离职。本文通过问卷调查,收集了246份有效的知识型员工的答卷,实证研究结果证实了心理资本对离职倾向的负向影响,人际型心理资本对离职倾向存在显著的负向影响,遗憾的是事务型心理资本对离职倾向的影响并不显著,整体心理资本对离职倾向负向影响显著,工作满意度在心理资本对离职倾向影响过程的中介作用。
[Abstract]:The economic structure of our country is transforming from quantity economy to quality economy. Knowledge talents play a vital role in the era of quality economy. The cost of employee turnover accounts for a large proportion of the income before tax. How to reduce the turnover of employees is a difficult problem that enterprises must face, and it is also a practical problem to be solved in the practice of human resources management. Psychological capital is not only some inherent psychological characteristics of individuals, but also a relatively stable state of mind after learning. Psychological capital plays an important role in the process of triggering turnover intention event, so it is necessary to study the influence of psychological capital on employee turnover intention. Based on emotional event theory, this paper studies the influence of psychological capital on employee turnover intention. In this paper, the definition of variables, the division of dimensions and the measurement scale are all based on the achievements of domestic scholars, which are more in line with the culture of rule of man in China, and pay more attention to the application and development of localization research. Through the existing research, we find that the employees with high level of psychological capital have a higher level of satisfaction in job satisfaction, especially the employees with high interpersonal psychological capital, they are often modest and courteous, Thanksgiving, dedication and other characteristics are more prominent. Faced with a higher level of satisfaction at work and in relationships, they are less likely to complain about the company because of the small pay gap, and not easily quit because of poor relationships with their colleagues. In this paper, 246 valid questionnaires of knowledge workers are collected. The empirical results show that psychological capital has a negative effect on turnover intention, and interpersonal psychological capital has a significant negative effect on turnover intention. Unfortunately, the impact of transactional psychological capital on turnover intention is not significant, while overall psychological capital has a negative impact on turnover intention. Job satisfaction plays an intermediary role in the process of psychological capital's influence on turnover intention.
【学位授予单位】：广东财经大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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