80后员工心理授权、组织承诺与离职倾向关系研究

发布时间：2018-02-26 12:20

本文关键词： 心理授权组织承诺离职倾向　出处：《扬州大学》2016年硕士论文　论文类型：学位论文

【摘要】：21世纪,知识经济时代,随着市场经济的快速发展,内外部环境的变化,企业之间的竞争日趋激烈。80后员工作为新生代群体,己成为企业的主力军。80后员工崇尚自由、注重人生价值的实现,这些个性特点使得80后员工表现出较高的职业承诺,而对组织的承诺较低,因此,在内外部环境的影响之下,80后员工表现出较高的离职倾向,员工的高离职率对于社会、企业和个人的发展都将产生不利的影响。本文以心理授权为前因变量,并引入组织承诺为中介变量,探讨心理授权、组织承诺与离职倾向三者之间的作用机理,并为降低员工的离职倾向,提高组织的经营业绩和核心竞争力提供一定的建议。本研究以"80后”企业员工为研究对象,引入组织承诺作为中介变量,研究心理授权对离职倾向的影响,并选取扬州、南京、苏州、盐城等地的"80后”企业员工作为调查对象,采用书面问卷和网上问卷相结合的形式进行数据的收集,运用SPSS18.0对收集的有效数据进行描述性统计分析,对心理授权、组织承诺与离职倾向量表进行效度和信度的分析,并通过相关分析和回归分析对两两之间的因果关系以及组织承诺的中介作用进行检验,得出研究结论。本文的研究结论主要有(1)心理授权和组织承诺各维度与离职倾向之间呈现负相关关系：(2)心理授权与组织承诺之间呈现正相关关系；(3)心理授权与离职倾向之间呈现负相关关系：(4)组织承诺与离职倾向之间呈现负相关关系；(5)组织承诺在心理授权和离职倾向之间起到部分的中介作用。在研究结论的基础上,提出本文的管理建议：(1)完善组织的制度建设,提供广阔的发展平台。(2)完善企业的管理方式,改善授权的环境。(3)营造良好的企业文化,培养"80后”员工的主人翁意识。
[Abstract]:In 21th century, with the rapid development of the market economy and the change of the internal and external environment, the competition between the enterprises is becoming more and more intense. As a new generation, the post-80s employees have become the main force of the enterprise. Pay attention to the realization of life value, these personality characteristics make post-80s employees show higher career commitment, but lower commitment to the organization. Therefore, under the influence of internal and external environment, post-80s employees show a higher turnover tendency. The high turnover rate of employees will have a negative impact on the development of society, enterprises and individuals. In this paper, psychological empowerment is taken as the pre-dependent variable, and organizational commitment is introduced as the intermediary variable to explore psychological empowerment. The mechanism between organizational commitment and turnover intention, and provide some suggestions for reducing employee turnover intention, improving the organization's performance and core competitiveness. This paper introduces organizational commitment as an intermediary variable to study the influence of psychological authorization on turnover intention, and selects "post-80s" employees in Yangzhou, Nanjing, Suzhou and Yancheng as survey objects. The data were collected by the combination of written questionnaire and online questionnaire. The effective data were analyzed by SPSS18.0, and the validity and reliability of psychological empowerment, organizational commitment and turnover intention scale were analyzed. And through the correlation analysis and regression analysis to test the causal relationship between two and the other, and the intermediary role of organizational commitment. The main conclusions of this paper are as follows: 1) there is a negative correlation between the dimensions of psychological authorization and organizational commitment and turnover intention. (2) there is a positive correlation between psychological authorization and organizational commitment. There is a negative correlation between organizational commitment and turnover intention. Put forward the management suggestion of this article: 1) perfect the system construction of the organization, provide the broad development platform. 2) perfect the management way of the enterprise, improve the environment of authorization. Build the good enterprise culture, train the "80 generation" employee's sense of master.
【学位授予单位】：扬州大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92

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