IT业外包员工组织归属感对离职倾向影响研究

发布时间：2018-01-28 11:34

本文关键词： IT外包员工组织归属感离职倾向　出处：《中南林业科技大学》2017年硕士论文　论文类型：学位论文

【摘要】：员工的离职将会为企业带来不必要的损失。比如重新招聘新员工以及新员工的培训费用,新进员工和将要离职员工的低效率,企业高级人才离职造成的技术与人脉损失等。因此,离职倾向的研究一直是理论界与现实管理问题中关注的热点问题之一。本文首先对国内外有关IT外包员工、组织归属感和离职倾向的相关研究进行综述。目前国内外已有大量离职倾向的相关研究,研究发现组织归属感是员工离职的重要影响因素,但是目前我国有关IT行业外包员工的相关研究较少,而IT行业外包员工的离职倾向相关研究更是较少,这正是本研究要研究的问题。接着,本研究在回顾国内外已有的离职倾向研究成果的基础上,以IT行业外包人员为样本,以组织归属感为变量,构建离职模型,提出相应的研究假设,来研究影响员工离职的关系变量。然后以组织归属感和离职倾向的成熟量表为基础整合出调查问卷。调查问卷的组织归属感问卷部分和离职倾向问卷部分采用的李克特五点计分法。其中,组织归属感部分主要参考了刘小平的量表和凌文辁的量表,共有21个题目,得分越高表示组织归属感越高;离职倾向部分问卷借鉴了香港学者樊景立等开发的离职意图量表,共4道题目,得分越高表示员工的离职倾向越高。本研究通过对4家企业508名员工进行问卷发放与回收得到了第一手数据,然后对人口统计变量部分和量表中各数据进行了统计性描述,以及在数据分析中采用的各方法进行了介绍。接着采用SPSS 17.0软件对调查数据进行信度分析、效度分析、人口统计变量差异性分析、相关分析和回归分析,对本研究之前提出的各假设逐一进行验证,并得出研究结果如下:(1)我国IT业外包员工的组织归属感由情感归属、持续归属和规范归属三个维度构成。(2)我国IT业外包员工的组织归属感的各维度与离职倾向显著负相关。(3)在组织归属感的三个维度中,情感归属与持续归属对离职倾向有显著影响,其中,情感归属影响较大。(4)人口统计变量对组织归属感和离职倾向具有一定的影响作用。最后对实证分析结果进行总结,并从提高组织归属感的角度出发为现实企业人才管理提出建议,并指出本文的创新与不足,以及对后续研究的展望。
[Abstract]:Employee turnover will bring unnecessary losses to the enterprise. As to the recruitment of new staff and new employee training costs, employee and employee turnover will be low efficiency, enterprise senior personnel turnover technology and network loss. Therefore, study on the turnover intention is a focus of the theory and reality management problems. Based on the domestic and foreign related IT outsourcing employees, organizational commitment turnover intention and related research are reviewed. The related research at home and abroad has a lot of turnover, the study found that organizational commitment is an important factor affecting the employee turnover, but at present our country about IT outsourcing industry employees less relevant research the study of turnover intention, IT outsourcing industry employees is less, this is the study of the problem. Then, in the review of domestic and abroad from Based on the research achievements of vocational tendency, outsourcing personnel in IT industry as the sample, with a sense of belonging to the organization variables, construct the model of turnover, the corresponding research hypothesis, variables of turnover to research influence. Then the organization a sense of belonging and mature volume turnover table based integrated questionnaire survey. The organizational commitment questionnaire part and turnover scoring five points by Li Kete tendency questionnaire. The organizational commitment mainly refer to the Liu Xiaoping scale and Ling Wenquan scale has 21 items, with higher scores indicating higher organizational commitment; turnover intention questionnaire from Hongkong scholars Fan Jingli developed the turnover intention scale, a total of 4 subjects, with higher scores indicating higher turnover intention. This study of 4 enterprises and 508 employees questionnaire and recovery obtained first-hand number According to the data, and then all of the parts and the scale of demographic statistical description, and used in data analysis of each method are introduced. Then using SPSS 17 software reliability analysis, validity analysis of survey data, analysis of demographic variables difference, correlation analysis and regression analysis, the hypothesis of this study before one by one to verify, and the results are as follows: (1) employees IT outsourcing of our organization a sense of belonging by emotion attribution, attribution and attribution of continuous specification three dimensions. (2) dimensions of employee IT outsourcing in China 'organizational commitment and turnover intention negatively. (3) in the three dimensions of organizational attachment, emotional attribution and continuous belonging has significant effect on turnover intention, emotion attribution influence. (4) the demographic variables have on organizational commitment and turnover intention Finally, we summarize the results of empirical analysis, and put forward suggestions for talent management in real enterprises from the perspective of improving the sense of organization belonging, and point out the innovation and shortage of this article, and the prospect for future research.

【学位授予单位】：中南林业科技大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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