销售人员核心自我评价对离职倾向的影响：一个有调节的中介模型

发布时间：2018-02-25 19:27

本文关键词： 销售人员核心自我评价职业成长人与组织匹配度离职倾向　出处：《闽南师范大学》2016年硕士论文　论文类型：学位论文

【摘要】：近几年来,员工离职率一直居高不下,特别是销售岗位,更是处于平均水平之上,销售人员过高的离职率成为制约企业发展的瓶颈。因此,如何控制销售人员的离职率逐渐成为企业界以及学术界共同关注的问题。本研究在前人研究的基础上以福建地区销售人员为研究对象,探索销售人员职业成长的内部维度,修订出适合销售人员的职业成长问卷,同时选择人与组织匹配度和销售人员职业成长的内部维度——职业能力发展,来探讨核心自我评价与离职倾向之间的一个有调节的中介关系。本研究得出的结论主要有:(1)通过探索性因子分析、验证性因子分析以及信效度研究,修订了适合销售人员的职业成长问卷,探索出销售人员职业成长的内部维度,包括职业目标进展、职业能力发展、晋升速度、报酬增长和社会资本增长五部分。(2)销售人员的核心自我评价、职业能力发展、人与组织匹配度均与离职倾向呈显著负相关。(3)销售人员的职业能力发展在核心自我评价与离职倾向之间起到部分中介作用。(4)人与组织匹配会调节销售人员核心自我评价与离职倾向之间通过职业能力发展的中介关系。具体而言,当人与组织匹配程度较低时,核心自我评价通过职业能力发展影响离职倾向的效应显著。当人与组织匹配程度较高时,核心自我评价通过职业能力发展影响离职倾向的效应不显著。
[Abstract]:In recent years, the turnover rate of employees has been high, especially the sales position, is above the average level, the high turnover rate of sales personnel has become the bottleneck restricting the development of enterprises. How to control the turnover rate of sales personnel has gradually become a common concern of the business and academic circles. Based on the previous studies, this study takes sales personnel in Fujian as the research object, and explores the internal dimensions of sales personnel 'professional growth. Revise the career growth questionnaire suitable for salespeople, and select the matching degree of person and organization and the internal dimension of salesperson's career growth-career ability development. The main conclusions of this study are: exploratory factor analysis, confirmatory factor analysis and reliability and validity study. The questionnaire was revised to explore the internal dimensions of salespeople's career growth, including career goal progress, career ability development, promotion speed, etc. Compensation growth and Social Capital growth five parts: core self-evaluation of sales personnel, professional ability development, The degree of matching between person and organization is negatively correlated with turnover intention. (3) the professional ability development of sales personnel plays a part of intermediary role between core self-evaluation and turnover intention. 4) the matching between person and organization will regulate the core self of sales personnel. The intermediary relationship between my evaluation and turnover intention through the development of professional competence. Specifically, When the matching degree between person and organization is low, the effect of core self-evaluation on turnover intention through career ability development is significant. Core self-evaluation has no significant effect on turnover intention through career ability development.
【学位授予单位】：闽南师范大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92

【相似文献】