新生代农民工择业稳定性及其影响因素研究

发布时间：2018-03-07 10:10

本文选题：择业稳定性　切入点：离职　出处：《江西农业大学》2014年硕士论文　论文类型：学位论文

【摘要】：自2004年珠三角洲地区出现民工荒以来，民工荒问题愈演越烈，呈现蔓延之势和常态化趋势。这给企业尤其是劳动密集型的中小企业带来严重的考验，因此，促进农民工稳定择业成为政府和企业面临的重大难题。而新生代农民工由于出身背景和成长环境的差异，与老生代农民工有着明显的区别，他们受教育程度较高，务农经历较少，对物质和精神享受的预期较高，但吃苦耐劳的意愿较弱。与老生代农民工相比，他们的择业稳定性更低。这加剧了企业“用工荒”的不确定性。因此，实证分析新生代农民工择业稳定性及其影响因素，对于促进新生代农民工稳定择业，缓解“民工荒”问题，维系经济社会健康发展和稳定具有重要的研究意义。在此背景下，本文基于实地调查数据，在已有研究的基础上，首先对新生代农民工的择业行为特征进行简要描述，然后从在岗稳定性和离职行为两个维度来分析影响新生代农民工择业稳定性的主要因素，以期为政府和企业促进新生代农民工稳定择业提供政策参考。论文主要分为六个部分。第一章绪论部分，阐明本文的研究目的和意义，综述国内外关于农民工择业的研究现状，阐述本文的研究思路、研究方法和数据来源，并对论文的可能创新之处和不足之处进行了探讨。第二章梳理了相关的就业基础理论，介绍了转移就业理论和离职理论，以期为本文的研究提供理论基础和思路借鉴。第三章主要对农民工的择业行为进行了统计描述，统计发现，新生代农民工的择业渠道主要依靠血缘关系，择业动机则呈现多元化趋势，新生代农民工择业对社会地位和职业声望的需求有所增强，他们从事第三产业的愿望较强烈，他们对工资底线预期的要求也较高。第四章运用多元有序Logit模型分析了新生代农民工在岗稳定性及其影响因素，研究结果表明，年龄、技能、务工年数、社会保险数是影响新生代农民工在岗稳定性的重要因素，是否参加培训对新生代农民工在岗稳定性有负面影响，而文化程度、常联系朋友数、参加同乡会和工资水平对新生代农民工在岗稳定性的影响则不显著。第五章主要通过构建两阶段Heckman模型对新生代农民工的离职行为进行了研究，分析结果表明，女性新生代农民工和服务业的新生代农民工离职意愿明显更弱，工资水平和社会保险数也是降低新生代农民工离职倾向的重要因素；不同分类下的新生代农民工离职动机存在明显的差异。具体地，男性新生代农民工、目前在岗持续时间较长的新生代农民工更倾向于因为个人发展原因而离职，女性新生代农民工、已婚新生代农民工则更可能因为工资收入而离职，，此外，新生代农民工离职原因还存在明显的行业差异、企业差异。第六章主要对论文研究的结论进行梳理，并有针性地提出相应的对策建议。
[Abstract]:Since the emergence of the shortage of migrant workers in the Pearl River Delta region in 2004, the problem of the shortage of migrant workers has become more and more serious, showing a tendency of spreading and normalizing. This has brought a serious test to enterprises, especially to the small and medium-sized labor-intensive enterprises, so, Promoting the stable choice of jobs for migrant workers has become a major problem for the government and enterprises. However, the new generation of migrant workers, because of the differences in background and growing environment, are obviously different from the older generation of migrant workers, and they have a higher level of education. Less experience in farming, higher expectations of material and spiritual enjoyment, but weaker willingness to bear hardships and stand hard work. They are less stable in their choice of jobs than the older generation of migrant workers. This exacerbates the uncertainty of the "employment shortage" in enterprises. An empirical analysis of the stability of the new generation of migrant workers and its influencing factors is of great significance in promoting the new generation of migrant workers to choose jobs stably, to alleviate the problem of "shortage of migrant workers", and to maintain the healthy development and stability of the economy and society. In this context, based on the field survey data, on the basis of existing research, this paper first briefly describes the characteristics of the new generation of migrant workers' job choice behavior. Then from the two dimensions of job stability and turnover behavior to analyze the main factors affecting the stability of the new generation of migrant workers in order to provide a policy reference for the government and enterprises to promote the new generation of migrant workers to choose a stable career. The first chapter introduces the purpose and significance of this paper, summarizes the current research situation of migrant workers at home and abroad, expounds the research ideas, research methods and data sources. And the possible innovations and shortcomings of the paper are discussed. Chapter two combs the relevant basic employment theory, introduces the transfer employment theory and turnover theory. In order to provide a theoretical basis and ideas for this study. Chapter three mainly describes the job selection behavior of migrant workers, statistics found that the new generation of migrant workers mainly rely on the blood relationship in their career selection channels. On the other hand, there is a trend of diversification in the motivation of choosing a job. The demand for social status and professional prestige of the new generation of migrant workers has increased, and their desire to engage in the tertiary industry is stronger. In Chapter 4th, we analyze the stability of the new generation of migrant workers and their influencing factors by using the multivariate ordered Logit model. The results show that age, skills, number of working years, The number of social insurance is an important factor affecting the stability of the new generation of migrant workers. Whether or not to participate in training has a negative impact on the stability of the new generation of migrant workers in the post. However, the influence of participating in the association and wage level on the stability of the new generation of migrant workers is not significant. Chapter 5th studies the turnover behavior of the new generation of migrant workers by constructing a two-stage Heckman model. The results show that: 1. The new generation of female migrant workers and the service industry of the new generation of migrant workers significantly weaker intention to leave, wage levels and social security are also important factors to reduce the new generation of migrant workers turnover intention; There are obvious differences in the motivation of the new generation of migrant workers in different categories. Specifically, the male new generation of migrant workers are more inclined to leave because of personal development reasons, and the new generation of migrant workers who have been on the job for a long time are more inclined to leave because of the reasons of personal development. Female new generation migrant workers, married new generation migrant workers are more likely to leave because of wage income, in addition, the new generation of migrant workers leave the cause of obvious industry differences, Chapter 6th mainly combs the conclusions of the paper and puts forward the corresponding countermeasures and suggestions.
【学位授予单位】：江西农业大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F323.6;F249.2

【参考文献】