中小企业员工感知的企业社会责任对离职倾向的影响机制研究

发布时间：2018-01-11 07:37

本文关键词：中小企业员工感知的企业社会责任对离职倾向的影响机制研究　出处：《管理学报》2016年06期 　论文类型：期刊论文

【摘要】：依据社会认同理论、社会交换理论,在对980名中小企业员工进行问卷调查,构建一个被调节的中介模型的基础上,探讨员工感知的企业社会责任同离职倾向的关系。研究结果表明,员工感知的企业社会责任对离职倾向有显著的负向影响,外部荣誉感在这一关系中起中介作用;同时,外部荣誉感对员工感知的企业社会责任与离职倾向的中介效应的强弱受到员工组织支持感水平高低的影响,即与高组织支持感相比,低组织支持感水平下外部荣誉感对员工感知的企业社会责任与员工离职倾向的中介作用更强。研究结论丰富了相关理论的研究成果,揭示了中小企业社会责任对员工离职倾向影响的内在机制,为中小企业的人力资源管理实践提供了有益指导。
[Abstract]:According to the theory of social identity and social exchange, 980 employees of small and medium-sized enterprises were investigated and a regulated intermediary model was constructed. This paper discusses the relationship between employee perceived corporate social responsibility and turnover intention. The results show that employee perceived corporate social responsibility has a significant negative impact on turnover intention. External sense of honor plays an intermediary role in this relationship; At the same time, the external sense of honor to employees perceived corporate social responsibility and turnover intention of the intermediary effect is affected by the level of organizational support, that is, compared with the high sense of organizational support. Under the low level of organizational support, the external sense of honor plays a more important role in mediating the perceived corporate social responsibility and turnover intention of employees. The conclusion enriches the research results of relevant theories. It reveals the internal mechanism of social responsibility's influence on employee's turnover intention and provides beneficial guidance for the practice of human resource management in small and medium-sized enterprises.
【作者单位】：中南大学商学院;
【基金】：国家自然科学基金资助项目(71372062)
【分类号】：F272.92;F276.3
【正文快照】： 1研究背景员工的离职问题一直都是企业界和学术界关注的焦点。过高的离职率会给企业带来客户流失、人员成本增加等负面影响,对中小企业而言,员工离职问题尤为突出。根据有关调查显示,大多企业都认为人力资源因素是制约中小企业发展的主要原因,人才引进和留任困难是制约中小企

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