大型超市基层员工心理契约违背、工作满意度与离职倾向关系研究
发布时间：2019-05-27 18:55
【摘要】：近年来,零售业成为了经济发展中的热点行业之一。大型超市作为零售业业态之一,其发展速度较快,但是从业人员数量无法满足行业快速发展的需求。随着经济的不断发展,整个零售业面临着人才瓶颈,招聘难与留人难问题日益严峻。大型超市面临着基层员工流失率高的问题,员工流失在给大型超市带来很大损失的同时,也对大型超市经济效益和未来的发展产生重要的影响。因此,解决基层员工流失问题具有一定的实践意义。本文在对相关文献进行综述的基础上,发现员工心理契约违背会对其离职倾向产生影响,且两者之间存在复杂的关系,因此,本文选择大型超市基层员工作为研究对象,采用问卷调查法对苏州地区永旺、欧尚、大润发、华润万家、乐购5个大型超市的350名基层员工进行了问卷调查,运用SPSS21.0统计软件对所收集的有效调查问卷数据进行了描述性统计分析,对心理契约违背、工作满意度、离职倾向量表进行效度与信度分析,对心理契约违背两个维度分别与工作满意度、离职倾向以及工作满意度与离职倾向进行相关分析与回归分析,运用层级回归的方法检验工作满意度在心理契约违背与离职倾向关系间的中介作用,得出研究结论。本文的研究发现如下：(1)大型超市基层员工现实型契约违背、发展型契约违背与工作满意度呈负相关关系；(2)大型超市基层员工现实型契约违背、发展型契约违背与离职倾向呈正相关关系；(3)大型超市基层员工工作满意度与离职倾向呈负相关关系；(4)工作满意度在大型超市基层员工现实型契约违背、发展型契约违背与离职倾向之间起部分中介作用。在上述研究结论的基础上,本文提出了降低大型超市基层员工心理契约违背水平与离职倾向的对策建议：(1)构建双方认可的心理契约；(2)建立有竞争力的薪酬体系；(3)重视员工的意见；(4)加强员工工作的挑战性与自主性；(5)重视员工职业发展管理。
[Abstract]:In recent years, retailing has become one of the hot industries in economic development. As one of the retail formats, large supermarkets develop rapidly, but the number of employees can not meet the needs of the rapid development of the industry. With the continuous development of economy, the whole retail industry is facing the bottleneck of talents, and the problem of recruitment and retention is becoming more and more serious. Large supermarkets are faced with the problem of high turnover rate of employees at the grass-roots level. Employee turnover not only brings great losses to large supermarkets, but also has an important impact on the economic benefits and future development of large supermarkets. Therefore, it is of practical significance to solve the problem of employee turnover at the grass-roots level. Based on the review of the relevant literature, this paper finds that the psychological contract violation of employees will have an impact on their turnover intention, and there is a complex relationship between the two. Therefore, this paper chooses the grass-roots staff of large supermarkets as the research object. A questionnaire survey was conducted among 350 grass-roots employees of Yongwang, Oshang, Da Runfa, Huarun Wanjia and Tesco supermarkets in Suzhou. The effective questionnaire data collected were analyzed by SPSS21.0 statistical software, and the validity and reliability of psychological contract violation, job satisfaction and turnover intention scale were analyzed. This paper makes a correlation analysis and regression analysis between the two dimensions of psychological contract violation and job satisfaction, turnover intention, job satisfaction and turnover intention, respectively. The hierarchical regression method is used to test the intermediary role of job satisfaction in the relationship between psychological contract violation and turnover intention, and the research conclusion is drawn. The findings of this paper are as follows: (1) there is a negative correlation between the realistic contract violation and the job satisfaction of the grass-roots staff in large supermarkets; (2) the realistic contract violation of the grass-roots staff in large supermarkets is positively correlated with the turnover intention, (3) there is a negative correlation between job satisfaction and turnover intention of the grass-roots staff in large supermarkets, and (3) there is a negative correlation between the job satisfaction and turnover intention of the grass-roots staff in large supermarkets. (4) Job satisfaction plays a part of intermediary role between realistic contract violation, developmental contract violation and turnover intention of grass-roots employees in large supermarkets. On the basis of the above research conclusions, this paper puts forward some countermeasures and suggestions to reduce the level of psychological contract violation and turnover tendency of grass-roots employees in large supermarkets: (1) to construct a psychological contract approved by both sides, (2) to establish a competitive salary system, and (2) to establish a competitive salary system. (3) attach importance to the opinions of employees, (4) strengthen the challenges and autonomy of employees' work, and (5) attach importance to the management of staff career development.
【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;F721.7
本文编号：2486400
[Abstract]:In recent years, retailing has become one of the hot industries in economic development. As one of the retail formats, large supermarkets develop rapidly, but the number of employees can not meet the needs of the rapid development of the industry. With the continuous development of economy, the whole retail industry is facing the bottleneck of talents, and the problem of recruitment and retention is becoming more and more serious. Large supermarkets are faced with the problem of high turnover rate of employees at the grass-roots level. Employee turnover not only brings great losses to large supermarkets, but also has an important impact on the economic benefits and future development of large supermarkets. Therefore, it is of practical significance to solve the problem of employee turnover at the grass-roots level. Based on the review of the relevant literature, this paper finds that the psychological contract violation of employees will have an impact on their turnover intention, and there is a complex relationship between the two. Therefore, this paper chooses the grass-roots staff of large supermarkets as the research object. A questionnaire survey was conducted among 350 grass-roots employees of Yongwang, Oshang, Da Runfa, Huarun Wanjia and Tesco supermarkets in Suzhou. The effective questionnaire data collected were analyzed by SPSS21.0 statistical software, and the validity and reliability of psychological contract violation, job satisfaction and turnover intention scale were analyzed. This paper makes a correlation analysis and regression analysis between the two dimensions of psychological contract violation and job satisfaction, turnover intention, job satisfaction and turnover intention, respectively. The hierarchical regression method is used to test the intermediary role of job satisfaction in the relationship between psychological contract violation and turnover intention, and the research conclusion is drawn. The findings of this paper are as follows: (1) there is a negative correlation between the realistic contract violation and the job satisfaction of the grass-roots staff in large supermarkets; (2) the realistic contract violation of the grass-roots staff in large supermarkets is positively correlated with the turnover intention, (3) there is a negative correlation between job satisfaction and turnover intention of the grass-roots staff in large supermarkets, and (3) there is a negative correlation between the job satisfaction and turnover intention of the grass-roots staff in large supermarkets. (4) Job satisfaction plays a part of intermediary role between realistic contract violation, developmental contract violation and turnover intention of grass-roots employees in large supermarkets. On the basis of the above research conclusions, this paper puts forward some countermeasures and suggestions to reduce the level of psychological contract violation and turnover tendency of grass-roots employees in large supermarkets: (1) to construct a psychological contract approved by both sides, (2) to establish a competitive salary system, and (2) to establish a competitive salary system. (3) attach importance to the opinions of employees, (4) strengthen the challenges and autonomy of employees' work, and (5) attach importance to the management of staff career development.
【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;F721.7
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