挑战性—阻断性压力对离职倾向的影响研究

发布时间：2018-04-28 05:28

本文选题：挑战性-阻断性压力 + 自我效能　；参考：《哈尔滨工业大学》2014年硕士论文

【摘要】：社会发展与经济全球化的不断深化使得企业竞争日趋激烈，组织管理者越来越提倡高标准、快节奏的工作环境，员工面临的压力越来越大，过高的工作压力不仅危害员工的身体健康，也会对员工的工作态度产生影响，甚至会影响员工的留任倾向。因此，研究工作压力对员工离职倾向的影响对于促进企业持续稳定发展具有非常重要的意义。本研究构建了挑战性-阻断性压力对离职倾向影响及作用模型，包括挑战性压力、阻断性压力、自我效能、目标导向和离职倾向五个变量。主要研究挑战性压力和阻断性压力对离职倾向的影响，自我效能在其中起到的中介作用以及目标导向起到的调节作用。其中，，目标导向包括学习目标导向、证明目标导向和回避目标导向三个维度。验证了挑战性-阻断性压力对离职倾向的影响，并从压力管理、最大化自我效能等方面为组织管理者提出了可操作的策略建议。根据问卷调查和数据分析的结果，本研究指出：挑战性压力对离职倾向具有倒U型影响关系，阻断性压力对离职倾向具有正向影响；自我效能在挑战性与离职倾向以及阻断性压力与离职倾向的关系中都起到了中介作用；目标导向的三个维度中，学习目标导向对挑战性压力与离职倾向的关系具有正向调节作用，但对阻断性压力与离职倾向的关系也具有正向调节作用。即学习导向高时挑战性压力所引起的离职倾向越少，阻断性压力所引起的离职倾向越多；证明目标导向对挑战性压力与离职倾向的关系具有正向调节作用，对阻断性压力与离职倾向之间的影响具有正向调节作用。即证明导向高时挑战性压力所引起的离职倾向越少，阻断性压力所引起的离职倾向越多；回避目标导向对挑战性压力与离职倾向的关系具有负向调节作用，但对阻断性压力与离职倾向的关系不具有调节作用。即回避导向高时挑战性压力引起的离职倾向越多。因此，企业管理者要注重员工的压力管理，为员工提供针对性的引导和培训，最大化员工的自我效能，建立回报奖励机制和建立学习交流小组等以优化组织的目标导向。
[Abstract]:With the development of society and the deepening of economic globalization, the competition of enterprises is becoming more and more intense, and organizational managers are increasingly advocating a high standard, fast-paced work environment, and the pressure on employees is increasing. Excessive work stress not only harms the health of employees, but also affects their attitude to work, and even affects their retention tendency. Therefore, it is of great significance to study the influence of work pressure on employee turnover intention to promote the sustainable and stable development of enterprises. This study builds a model of the effect of challenging and blocking stress on turnover intention, including five variables: challenging stress, blocking stress, self-efficacy, goal-oriented and turnover intention. This paper mainly studies the influence of challenging stress and blocking pressure on turnover intention, the mediating role of self-efficacy and the regulating effect of goal-oriented. Among them, goal-orientation includes three dimensions: learning goal-orientation, proving goal-oriented and evading goal-oriented. It verifies the influence of challenging-blocking stress on turnover intention, and puts forward operational strategy suggestions for organization managers from the aspects of stress management, maximization of self-efficacy and so on. Based on the results of questionnaire and data analysis, this study points out that: challenging stress has a negative U-shaped effect on turnover intention, and blocking pressure has a positive effect on turnover intention; Self-efficacy plays an intermediary role in the relationship between challenge and turnover intention, blocking pressure and turnover intention. Learning goal orientation can positively regulate the relationship between challenging stress and turnover intention, but it can also positively regulate the relationship between blocking pressure and turnover intention. That is, the less the turnover intention caused by the challenging stress of learning orientation, the more the turnover intention caused by the blocking pressure, which proves that the goal orientation has a positive effect on the relationship between the challenging stress and the turnover intention. It has a positive effect on the influence of blocking pressure and turnover intention. That is, the less the turnover intention caused by the challenging pressure, the more the turnover intention caused by the blocking pressure, and the negative effect of the avoidance goal orientation on the relationship between the challenging pressure and the turnover intention, and the negative effect of the avoidance goal orientation on the relationship between the challenging pressure and the turnover intention. But it has no effect on the relationship between blocking pressure and turnover intention. That is to say, the more challenging pressure induced by avoidance orientation, the more turnover intention. Therefore, enterprise managers should pay attention to the stress management of employees, provide targeted guidance and training for employees, maximize the self-efficacy of employees, establish reward mechanism and set up learning exchange groups to optimize the organization's goal orientation.
【学位授予单位】：哈尔滨工业大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F224

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