基于心理契约的制造型企业新生代工人离职倾向研究

发布时间：2018-05-10 14:43

本文选题：制造型企业 + 新生代工人　；参考：《安徽理工大学》2014年硕士论文

【摘要】：改革开放的不断深入,我国制造业得到了迅速发展,但是随着大批80、90后员工进入工作岗位,我国的劳动力市场结构发生了巨大变化,新生代工人成为制造型企业的中坚力量,一方面他们拥有较高的技术和整体素质,为制造型企业加速转型奠定了人才基础,而另一方新生代工人的鲜明个性也对制造型企业的管理带来巨大的挑战,其中最为严峻的挑战要数居高不下的离职率了。心理契约是组织与员工间隐含的对相互责任义务的感知和理解,这些理解不但是建立在书面契约中双方的正式承诺的基础上,也包括员工基于对组织文化、管理制度及管理者的各种形式承诺而产生的对组织责任的主观理解。作为一种内隐的主观感受,心理契约违背与否直接影响了员工对组织的内在评价,进而对员工的组织行为产生影响。本文在大量的文献研究基础上,针对制造型企业新生代工人特点、离职现状进行分析,以苏南地区制造型企业新生代工人为实证研究对象,借助探索性因子分析的方法,研究新生代工人心理契约的结构和内容并加以验证,并通过构建结构方程模型,分析心理契约违背对离职倾向的影响路径,以及组织承诺的中介作用,主要得出以下研究结论： (1)制造型企业新生代工人心理契约呈现三维结构,包括保障契约、发展契约、情感契约,且与传统的“交易-关系”二维结构相比,三维结构的更为优越。 (2)新生代工人心理契约违背对离职倾向存在显著正相关。 (3)组织承诺在心理契约违背对离职倾向的影响中承担中介作用,其中持续承诺在发展契约违背对离职倾向的影响中承担完全中介作用；情感承诺在情感契约违背对离职倾向的影响中承担完全中介作用。 (4)心理契各维度的违背对离职倾向的影响程度不同,保障契约违背影响路径最大,情感契约次之,最后是发展契约。
[Abstract]:With the deepening of reform and opening up, the manufacturing industry in our country has been developing rapidly. However, with a large number of post-80s employees entering the work position, the labor market structure of our country has undergone tremendous changes, and the new generation of workers have become the backbone of manufacturing enterprises. On the one hand, they have higher technology and overall quality, which has laid a talent foundation for the rapid transformation of manufacturing enterprises, while the bright personality of the new generation of workers on the other side also brings great challenges to the management of manufacturing enterprises. One of the most serious challenges is the high turnover rate. Psychological contract is an implicit perception and understanding of mutual responsibility obligations between organizations and employees. These understandings are based not only on the formal commitments of both parties in written contracts, but also on the organizational culture of employees. The subjective understanding of organizational responsibility arising from management systems and various forms of commitment by managers. As an implicit subjective feeling, the violation of psychological contract has a direct impact on employees' internal evaluation of the organization, and then on the organizational behavior of employees. Based on a large number of literature studies, this paper analyzes the characteristics of the new generation of workers in manufacturing enterprises, and analyzes the current situation of turnover. Taking the new generation of workers in manufacturing enterprises in southern Jiangsu as the empirical research object, the method of exploratory factor analysis is used to analyze the characteristics of the new generation of workers in manufacturing enterprises. This paper studies the structure and content of the psychological contract of the new generation workers and verifies it. By constructing the structural equation model, it analyzes the influence path of the psychological contract breach on the turnover intention and the intermediary function of the organizational commitment. The main conclusions are as follows: 1) the new generation of workers' psychological contract in manufacturing enterprises presents three-dimensional structure, including guarantee contract, development contract, emotional contract, and the three-dimensional structure is superior to the traditional two-dimensional structure of "transactional relationship". 2) there is a significant positive correlation between the psychological contract breach of the new generation workers and turnover intention. (3) organizational commitment plays an intermediary role in the influence of psychological contract breach on turnover intention, in which continuous commitment plays a complete intermediary role in the influence of development contract breach on turnover intention; Affective commitment plays a full intermediary role in the influence of affective contract breach on turnover intention. (4) the degree of influence of different dimensions of psychological contract on turnover intention is different, the path of breach of security contract is the biggest, the affective contract is the second, and the last is development contract.
【学位授予单位】：安徽理工大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F425;F272.92

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