组织支持感、心理契约与IT企业员工忠诚度的关系研究

发布时间：2018-03-09 15:20

本文选题：组织支持感　切入点：心理契约　出处：《吉林大学》2017年硕士论文　论文类型：学位论文

【摘要】：在知识经济时代,IT行业发展迅速,传统行业纷纷接轨互联网,IT人才整体需求量大幅度上升。伴随而来的就是IT企业间激烈的人才竞争,然而IT企业员工的“跳槽”行为频繁发生,IT企业员工忠诚度不高,人才结构稳定性弱,一定程度上阻碍IT行业的良性发展。对于IT行业这种知识密集型行业,如何留住人才,提高员工忠诚度是一个值得研究的问题。IT企业员工不同于一般员工,他们需求层次高,自主性和创造性强,相较于一般员工来说IT企业员工会更加注重心理契约。本文在文献研究的基础上发现组织支持感,心理契约与员工忠诚度之间存在着相互关系,结合IT企业员工群体特征,将组织支持感的三个维度包括工作支持、利益关心、价值认同作为自变量,将心理契约包括交易责任、发展责任、保障责任作为中介变量,IT员工忠诚度作为因变量,构建理论模型。本研究采用实证研究法,借鉴前人成熟量表并结合研究对象实际情况形成调研问卷,最后搜集有效问卷210份作为本文的研究样本。研究利用Spss21.0进行描述性统计分析、信度和效度分析,验证问卷设计的合理性以及变量测度指标的可靠性。利用Amos21.0进行结构方程模型分析和中介效应检验,来验证模型和数据的拟合程度以及提出的假设。最终研究得到了以下结论:组织支持感和心理契约这两个变量对IT员工忠诚度有显著正向影响,并且心理契约作为中介变量在组织支持感与IT员工忠诚度之间发挥部分中介作用。根据研究结论,本文认为IT企业想要提高员工忠诚度可以从提高员工组织支持感以及重视员工心理契约管理两个方面入手。包括营造良好的工作氛围;给予员工工作上的成就感;给员工更广阔的职业发展空间;设置合理的薪酬;加强员工工作支持力度;给予员工足够的重视;更多的关心员工的利益等。同时在论文最后分析研究中存在的局限性,并提出未来研究展望。
[Abstract]:With the rapid development of IT industry in the era of knowledge economy, the overall demand for IT talents in traditional industries has increased dramatically in line with the Internet. However, the "job-hopping" behavior of IT employees frequently occurs. The loyalty of IT employees is not high, and the stability of talent structure is weak. To some extent, it hinders the healthy development of IT industry. For this knowledge-intensive industry, how to retain talents? Improving employee loyalty is a problem worth studying. The employees of IT enterprises are different from the general employees. They have high level of demand, strong autonomy and creativity. On the basis of literature research, this paper finds that there is a mutual relationship between psychological contract and employee loyalty, which combines with the characteristics of the group of employees in IT enterprises. The three dimensions of organizational support include job support, interest concern, value identity as independent variables, psychological contract including transaction responsibility, development responsibility, security responsibility as intermediary variables and IT employee loyalty as dependent variable. This research adopts the empirical research method, draws lessons from the predecessor mature scale and combines the research object actual situation to form the questionnaire. Finally, 210 valid questionnaires were collected as the study samples. Descriptive statistical analysis, reliability and validity analysis were carried out using Spss21.0. The rationality of the questionnaire design and the reliability of the variable measure index are verified. The structural equation model analysis and intermediary effect test are carried out by using Amos21.0. Finally, the following conclusions are drawn: the two variables, organizational support and psychological contract, have a significant positive impact on IT employee loyalty. As an intermediary variable, psychological contract plays a part of intermediary role between organizational support and IT employee loyalty. This paper argues that IT enterprises want to improve employee loyalty from two aspects: enhancing the sense of organizational support and attaching importance to the psychological contract management of employees, including creating a good working atmosphere, giving employees a sense of achievement in their work, giving them a sense of achievement in their work. Give employees broader career development space; set up reasonable salary; strengthen staff work support; give sufficient attention to employees; more concern for the interests of employees. At the same time in the final analysis of the limitations of the study, The prospect of future research is put forward.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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