心理契约对员工离职意向的影响研究

发布时间：2019-01-01 12:12

【摘要】：心理契约和离职倾向是近几年来西方组织行为学与人力资源管理领域中研究的热点。文章通过对国内外关于心理契约和离职倾向的相关理论文献分析,以调查问卷设计取得的数据,并以员工心理契约为自变量,以离职倾向作为因变量,研究了心理契约对员工离职意向的研究。研究结果发现,心理契约对离职意向存在负向影响、心理契约对离职意向有显著的预测能力、员工个人属性在心理契约和离职意向上有显著差异。基于此,企业应从心理契约的维度出发,提高员工对企业的心理契约履行程度,以期能够帮助企业降低员工离职倾向,保留人才。
[Abstract]:Psychological contract and turnover intention are hot topics in the field of organizational behavior and human resource management in the West in recent years. Based on the analysis of the relevant theoretical literature on psychological contract and turnover intention at home and abroad, this paper takes the data obtained by questionnaire design, taking employee psychological contract as independent variable and turnover intention as dependent variable. This paper studies the psychological contract on employee turnover intention. The results show that psychological contract has a negative effect on turnover intention, psychological contract has significant ability to predict turnover intention, and individual attributes of employees have significant differences in psychological contract and turnover intention. Based on this, the enterprise should start from the dimension of psychological contract, improve the degree of employees' psychological contract performance, in order to help enterprises reduce the turnover intention of employees and retain talents.
【作者单位】：重庆大学;重庆工商大学管理学院;重庆工商大学经济管理实验教学中心;
【基金】：教育部人文社会科学研究青年基金资助项目“组织社会化进程中新生代员工心理契约演化与失衡预警研究”(13YJC630244) 重庆工商大学青年博士科研基金资助项目“基于个体信息寻找与组织社会化战术交互作用的新员工心理契约管理研究”(1151001)阶段性成果
【分类号】：F272.92

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