青年公务员职业价值取向对离职倾向影响研究——基于不同工龄群体的回归方程解析

发布时间：2018-02-13 14:26

本文关键词： 青年干部职业价值观离职倾向队伍建设　出处：《中国行政管理》2017年01期 　论文类型：期刊论文

【摘要】：本文基于我国东、中、西部地区12个省(市、区)35周岁以下3006名在职青年公务员的调查数据,对青年公务员的四类职业价值取向、三维度离职倾向现状进行了调查,构建了职业价值取向与离职倾向的结构模型,通过回归方程解析青年公务员职业价值取向对离职倾向的影响作用关系。研究发现,青年公务员公共理想型职业价值取向、公共功利型职业价值取向与离职显著负相关,个体理想型职业价值取向、个体功利型职业价值取向与离职倾向显著正相关。7-8年工龄的青年公务员公共理想型职业价值取向最低而离职倾向最高,最易发生离职行为。通过从培育职业信仰、提升工作满意度、创设良好氛围等三个方面来增强青年公务员的公共型职业价值取向、减弱个体型职业价值取向,降低青年公务员的离职倾向,稳定青年公务员队伍。
[Abstract]:Based on the survey data of 3006 young civil servants under 35 years of age in 12 provinces (cities and regions) in the east, middle and west of China, this paper investigates the present situation of four types of career value orientation and three dimensional turnover intention of young civil servants. This paper constructs a structural model of career value orientation and turnover intention, analyzes the influence of career value orientation on turnover intention of young civil servants by regression equation, and finds out that young civil servants have public ideal career value orientation. Public utilitarian career value orientation is negatively related to turnover, and individual ideal career value orientation, There was significant positive correlation between individual utilitarian career value orientation and turnover intention. The public ideal career value orientation of young civil servants with 7-8 years of service was the lowest, and the turnover intention was the highest. To enhance the job satisfaction and create a good atmosphere to enhance the public career value orientation of young civil servants, weaken the individual career value orientation, reduce the turnover tendency of young civil servants, and stabilize the young civil servants.
【作者单位】：南京理工大学公共事务学院;
【基金】：南京理工大学自主科研专项计划项目“社会主义核心价值观研究——青年公务员社会主义核心价值观调查研究”(编号:AE15002_12)
【分类号】：D630.3

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