区域承诺与离职倾向的关系：基于根植意愿的中介作用研究

发布时间：2018-11-11 12:51

【摘要】：21世纪是知识经济的时代,人作为知识的重要载体,对企业的生存和发展起着关键性的作用,其重要性日益凸显。与此同时,信息全球化促进了知识的共享和传播,使得人力资源可以更方便快捷在组织间流动。而经济一体化加强了企业间的联系,也让企业间的竞争更加激烈,特别是对人才的争夺愈加激烈。因此,如何更好地吸引和保留人才一直以来都是学术界和企业管理者关注的重要问题。多年来学者们提出了众多的理论和模型,以更好地阐释和预测员工的离职倾向和行为。在这些研究中,工作承诺被认为是影响员工离职的决定因素之一,特别是员工对自身组织和职业的承诺能很好预测他们的离职倾向,但是其他形式的承诺没有得到更多的关注。鉴于人们与其工作生活的地区所建立的情感纽带,考察他们对所在地区的承诺对于理解离职行为有重要的意义。有鉴于此,我们在本研究中引入区域承诺的概念,以拓展离职研究的视域。这对于探究承诺理论与离职倾向的关系具有重要的现实和理论意义。为此,本文以区域承诺为切入点,分析工作承诺(职业承诺和组织承诺)与区域承诺对员工离职倾向影响的相对大小,并检验了根植意愿在职业承诺、组织承诺、区域承诺和离职倾向关系中的中介作用。本研究通过调查问卷共收集到321份有效问卷,通过对这些有效问卷的分析发现:区域承诺对离职倾向具有负向影响,根植意愿在职业承诺和区域承诺与离职倾向间起到部分中介作用。在与离职倾向的关系中,组织承诺对离职倾向的影响最大,其次为职业承诺,最小为区域承诺。在与根植意愿的关系中,区域承诺对根植意愿的影响最大,其次为职业承诺,最小为组织承诺。为此,第一,企业应该重视培养员工对于公司的情感,增强员工的组织承诺。第二,企业应该满足员工的职业发展要求,提高员工对自已职业的态度和情感。第三,企业还应该努力培养员工对所处地区的情感,从而降低员工的离职倾向。第四,企业在招聘的过程中也可以选择具有较高区域承诺的员工。
[Abstract]:The 21st century is the era of knowledge economy. As an important carrier of knowledge, human being plays a key role in the survival and development of enterprises. At the same time, the globalization of information promotes the sharing and dissemination of knowledge, which makes human resources more convenient and quick to flow between organizations. Economic integration strengthens the relationship between enterprises, also makes the competition between enterprises more fierce, especially the competition for talents. Therefore, how to better attract and retain talents has always been an important issue of academic and corporate managers. Over the years, many theories and models have been proposed to better explain and predict employee turnover intention and behavior. In these studies, job commitment is considered to be one of the determinants of employee turnover, especially the commitment of employees to their own organization and occupation can well predict their turnover intention, but other forms of commitment have not received more attention. In view of the emotional ties established between people and the region where they work, it is important to examine their commitment to the region to understand turnover behavior. In view of this, we introduce the concept of regional commitment to expand the perspective of the turnover study. This has important practical and theoretical significance for exploring the relationship between commitment theory and turnover intention. Therefore, this paper takes the regional commitment as the starting point, analyzes the relative influence of the work commitment (career commitment and organizational commitment) and the regional commitment on employee turnover intention, and tests the rooted intention in career commitment and organizational commitment. The intermediary role of regional commitment and turnover intention. A total of 321 valid questionnaires were collected in this study. Through the analysis of these valid questionnaires, it was found that regional commitment had a negative effect on turnover intention. Rooted intention plays a part of intermediary role between career commitment, regional commitment and turnover intention. In the relationship between organizational commitment and turnover intention, organizational commitment has the greatest influence on turnover intention, followed by career commitment and regional commitment. In the relationship between regional commitment and the intention of root planting, regional commitment had the greatest influence on the intention of root planting, followed by professional commitment and organizational commitment. Therefore, first, the enterprise should pay attention to cultivate the employee's emotion for the company and strengthen the employee's organizational commitment. Second, enterprises should meet the needs of employees' career development and improve their attitudes and feelings towards their own careers. Third, the company should also try to cultivate the staff of the region of emotion, so as to reduce the turnover intention of employees. Fourth, in the recruitment process, enterprises can also choose employees with higher regional commitment.
【学位授予单位】：中国科学技术大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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