基于心理契约的新毕业大学生离职倾向研究

发布时间：2018-01-20 18:34

本文关键词： 心理契约组织责任员工责任离职倾向　出处：《山东大学》2013年硕士论文　论文类型：学位论文

【摘要】：人员的流动属于人才流动的正常现象,但是当今大学生高频率的离职问题引起了人们的高度关注,离职对大学生自身和组织都会带来不利影响,因此加强降低新毕业大学生离职率的研究是当务之急。当前有关离职问题的研究并不少见,其中也不乏针对大学生群体的研究,但是现有的相关研究是从工作满意度、工作倦怠,或者从心理契约的组织责任展开的。本文基于双视角的心理契约从组织者和大学生自身两个角度对新毕业的大学生的离职问题进行研究,从心理契约组织责任、员工责任出发,分析两者在规范维度、人际维度和发展维度上感知的差异性,探讨大学生和组织者在心理契约感知上的差异性对大学生离职倾向的影响,以寻求大学生离职的动机和原因。本文以新毕业大学生及其组织管理者为被试展开实证研究,大学生和组织者问卷中心理契约部分的问卷采用的是我国学者李原等人设计的量表,大学生离职倾向量表在借鉴国外学者相关研究的基础上,采用的我国学者崔来意等人设计的量表。此后,运用SPSS19.0和AMOS17.0数据分析软件进行数据分析,研究结果表明：新毕业大学生和组织者在心理契约组织责任和员工责任感知上存在显著差异,即两者对心理契约内容的感知存在显著差异,两者在心理契约组织责任以及其规范维度上的差异不显著,但是两者在心理契约员工责任及其规范维度、人际维度和发展维度上存在显著差异；大学生与组织者在心理契约组织责任和员工责任感知上的差异性对大学生员工的离职倾向具有显著的正相关关系即：两者在心理契约组织责任,员工责任以及各个维度上感知的差异越大,离职倾向越大；人口统计学变量对大学生心理契约组织责任,员工责任以及各个维度都具有显著差异。最后本文根据研究结果对降低大学生的离职率问题从管理者和大学生自身两个角度提出了管理建议,并对未来该方面的研究进行了展望。
[Abstract]:The mobility of personnel belongs to the normal phenomenon of talent mobility, but nowadays, the high frequency of college students leaving jobs has aroused people's high attention, leaving the university students themselves and organizations will have a negative impact. Therefore, it is urgent to strengthen the research on reducing the turnover rate of new graduates. The current research on the issue of turnover is not uncommon, among which there is no lack of research on the group of college students. But the existing research is from job satisfaction, job burnout. Or from the psychological contract of organizational responsibility. This article based on the dual perspective of psychological contract from the organizers and college students themselves two angles of departure from the new graduate of college students to study from the psychological contract of organizational responsibility. From the perspective of employee responsibility, this paper analyzes the differences of perception between them in the normative dimension, interpersonal dimension and development dimension, and probes into the influence of the differences in the perception of psychological contract between college students and organizers on college students' turnover intention. In order to seek college students leave the motivation and reasons. This paper takes the newly graduated students and their organization managers as the subjects to carry out an empirical study. The psychological contract part of the questionnaire for college students and organizers adopts the scale designed by Li Yuan and other Chinese scholars. Based on the relevant studies of foreign scholars, the scale of college students' turnover intention adopted the scale designed by Cui Lai Yi, a Chinese scholar, and so on. Using SPSS19.0 and AMOS17.0 data analysis software for data analysis. The results show that there are significant differences in the perception of organizational responsibility and employee responsibility between the new graduates and the organizers, that is, there is a significant difference in the perception of the content of the psychological contract between the two. There is no significant difference between the two in the organizational responsibility of psychological contract and its normative dimension, but there are significant differences between the two in the psychological contract employee responsibility and its normative dimension, interpersonal dimension and development dimension. There is a significant positive correlation between the difference of the organizational responsibility of psychological contract and the perception of employee responsibility between the university students and the organizer, that is, the difference between them in the organizational responsibility of psychological contract. The greater the difference in employee responsibility and perception in each dimension, the greater the turnover intention; Demographic variables are responsible for college students' psychological contract organization. There are significant differences in employee responsibility and each dimension. Finally, according to the results of the study, this paper puts forward management suggestions from the two perspectives of managers and college students themselves to reduce the turnover rate of college students. The future research in this field is prospected.
【学位授予单位】：山东大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;G647.38

【参考文献】