心理契约视角下小微企业知识型员工离职倾向研究

发布时间：2019-06-15 10:51

【摘要】：小微企业已成为我国市场经济最活跃的部分,是增加就业、稳定社会、自主创新的主力军,在国民经济和社会发展中具有高度的战略地位。近年来,国家越来越重视小微企业的发展,并相应地出台了许多支持小微企业发展的政策。但是,小微企业也面临着众多问题,其中,人才问题影响着小微企业的发展壮大,高端人才更多地流向大中城市、大中型企事业单位,导致小微企业很难获得发展所需要的核心人才。同时,中小企业也因自身经营风险和不稳定性偏高等因素,为同等水平人力资源支付了更高的人力成本,即便是这样,小微企业也很难留着人才,这进一步增加了企业的经营压力和风险。知识型员工是企业信息资源和创新能力的重要载体。对于小微企业更是如此,小微企业是创新创业的代表,离开了知识型员工,小微企业可能就会缺乏活力、创新等,失去发展壮大的可能基于这样的研究背景,本文选择小微企业知识型员工作为研究对象,力求通过实证研究的方法,挖掘出影响小微企业知识型员工离职倾向的影响因素,并通过具体的实地案例进行论文分析。通过研究小微企业的知识型员工离职倾向,为小微企业人才管理、降低员工离职率提供解决办法,能够更好地促进小微企业的成长发展,丰富小微企业人力资源管理内容。全文共六章,主要分为理论研究、研究设计和案例分析三个部分。第一部分是理论研究,包括第一章、第二章、第三章的内容。首先,提出本文选取小微企业知识型员工作为研究对象的现实背景,介绍本文的研究意义、研究方法、技术思路。同时,基于管理学深厚的理论基础和国内外文献研究,界定小微企业、知识型员工的概念和特征,并表明知识型员工在小微企业中的重要地位,分析小微企业知识型员工的离职现状,论证心理契约与知识型员工离职倾向之间的关系。第二部分是研究设计,包括第四章至第五章的内容,也是本文的核心部分。第四章是在以往学者研究的基础上,提出适合本文的员工离职影响因素,并指出各影响因素之间的关系,初步构建员工离职倾向的简单模型。第五章是主要的研究设计和研究总结,通过实地发放问卷、收集问卷、分析问卷,论证员工离职倾向影响因素之间的关系,研究分析主要包括描述性统计分析、信度和效度分析、方差分析、相关分析和回归分析,得出假设检验结果。第三部分是案例分析,基于前文的研究结果,对S公司进行实地考察和访谈,以S公司为例,.分析S公司人力资源方面的现状和管理经验,对小微企业提出一些人力资源管理建议。
[Abstract]:Small and micro enterprises have become the most active part of the market economy in our country, and they are the main force of increasing employment, stabilizing society and independent innovation, and have a high strategic position in the development of national economy and society. In recent years, the state has paid more and more attention to the development of small and micro enterprises, and has issued a lot of policies to support the development of small and micro enterprises accordingly. However, small and micro enterprises are also facing many problems, among which, the talent problem affects the development and growth of small and micro enterprises, and high-end talents flow more to large and medium-sized cities, large and medium-sized enterprises and institutions, which makes it difficult for small and micro enterprises to obtain the core talents needed for development. At the same time, because of the high operating risk and instability of small and medium-sized enterprises, small and medium-sized enterprises also pay higher human costs for the same level of human resources. Even so, it is difficult for small and micro enterprises to keep talents, which further increases the operating pressure and risk of enterprises. Knowledge workers are an important carrier of enterprise information resources and innovation ability. For small and micro enterprises, small and micro enterprises are the representative of innovation and entrepreneurship. Without knowledge workers, small and micro enterprises may lack vitality, innovation and so on. Based on this research background, this paper chooses knowledge workers in small and micro enterprises as the research object, and tries to excavate the influencing factors that affect the turnover intention of knowledge workers in small and micro enterprises through empirical research methods. And through the specific field cases for paper analysis. By studying the turnover tendency of knowledge workers in small and micro enterprises, this paper provides a solution for the talent management of small and micro enterprises and reduces the turnover rate of employees, which can better promote the growth and development of small and micro enterprises and enrich the content of human resources management in small and micro enterprises. The full text consists of six chapters, mainly divided into three parts: theoretical research, research design and case analysis. The first part is the theoretical research, including the first chapter, the second chapter, the third chapter content. First of all, this paper puts forward the realistic background of selecting knowledge workers in small and micro enterprises as the research object, and introduces the significance, research methods and technical ideas of this paper. At the same time, based on the profound theoretical basis of management and literature research at home and abroad, this paper defines the concept and characteristics of small and micro enterprises and knowledge workers, and shows the important position of knowledge workers in small and micro enterprises, analyzes the current situation of turnover of knowledge workers in small and micro enterprises, and demonstrates the relationship between psychological contract and turnover tendency of knowledge workers. The second part is the research design, including the fourth chapter to the fifth chapter content, is also the core part of this article. The fourth chapter is on the basis of previous scholars' research, puts forward the influencing factors of employee turnover suitable for this paper, and points out the relationship between the influencing factors, and initially constructs a simple model of employee turnover intention. The fifth chapter is the main research design and research summary, through the field questionnaire, collect questionnaires, analyze the questionnaire, demonstrate the relationship between the influencing factors of employee turnover intention. The research analysis mainly includes descriptive statistical analysis, reliability and validity analysis, variance analysis, correlation analysis and regression analysis, and obtains the hypothetical test results. The third part is the case analysis, based on the above research results, the field investigation and interview of S company, take S company as an example. This paper analyzes the present situation and management experience of human resources in S company, and puts forward some suggestions for human resources management in small and micro enterprises.
【学位授予单位】：上海师范大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92;F276.3

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