基于工作嵌入核心员工组织绩效——自愿离职研究模型的拓展与检验

发布时间：2018-11-20 16:58

【摘要】：本文根据组织网络嵌入性理论,借鉴Allen(2001)的雇员工作绩效—自愿离职二路径中介链模型,引入工作嵌入概念拓展为一个基于现代组织社会资本嵌入视角的核心员工组织绩效—自愿离职五路径中介链模型,并在一类知识密集型行业组织——卫生保健单位的样本中获得显著性验证结果:(1)员工组织绩效与自愿离职的关系是一个具有两重性(保持性和流失性)多路径和多激励环节的关系系统;(2)在这类关系效应系统中,工作嵌入的中介地位极为突出,对核心员工自愿离职具有占优制约性;(3)对模型调节变量交互效应假设检验的显著性发现,与个人社会网络相关联的工作外报酬和家庭责任可以是重要的制约员工离职的保持性因素;(4)引入工作嵌入有利于识别和拓展人才保持的关键管理领域,培育基于组织智力资本的核心竞争力。
[Abstract]:Based on the theory of organizational network embeddedness, this paper draws lessons from Allen's (2001) two-path intermediary chain model of employee performance-voluntary turnover. The concept of job embeddedness is extended to a five-path intermediary chain model of core employees' organizational performance, which is based on the perspective of social capital embedding in modern organizations. The results are as follows: (1) the relationship between employee organizational performance and voluntary turnover is a duality (retention and drain). The relation system of path and multi-incentive link; (2) in this kind of relationship effect system, the intermediary position of job embedding is very prominent, and it is advantageous and restrictive to the voluntary turnover of core staff; (3) on the hypothesis test of interaction effect of model regulation variables, it is found that out-of-work remuneration and family responsibility associated with individual social network can be important factors restricting employee retention; (4) introducing job embedding is helpful to identify and expand the key management fields of talent maintenance, and cultivate the core competitiveness based on organizational intellectual capital.
【作者单位】：
【分类号】：C936

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