民营企业高管离职意向与组织公平和情感承诺关系的研究

发布时间：2018-03-23 09:50

本文选题：离职意向　切入点：组织公平　出处：《山西医科大学》2017年硕士论文

【摘要】：目的本研究旨在通过质性研究探究影响我国民营企业高管离职意向的组织环境水平和个体水平的关键因素,并在此基础上通过问卷调查探讨离职意向与组织公平、情感承诺和工作满意度的关系。方法质性研究:通过对山西省太原市国家高新技术开发区入驻企业的20位企业高管进行深度访谈,获取一手研究资料。采用扎根理论的方法对收集的访谈资料进行三级编码形成核心范畴,确定调查研究的关键变量,对变量的概念内涵进行界定,选择合适的测量工具。问卷调查:根据文献回顾和质性研究结果提出理论模型,选用国内外相关量表组成调研问卷,对山西省太原市国家高新技术开发区112家公司的297位企业高管进行问卷调查。结果质性研究:组织公平和情感承诺是影响民营企业高管工作满意度及离职意向的关键因素。组织公平包含公平的发展机会、平等的待遇、信息的公平、公平的程序等因素;情感承诺包含归属感、共同的价值观、工作有意义等因素。问卷调查:相关研究表明,离职意向与组织公平、情感承诺均呈负相关关系(r=-.37,r=-.29,p.01);工作满意度与组织公平、情感承诺均呈正相关关系(r=.68 r=.58,p.01);离职意向与工作满意度呈负相关关系(r=-.37,p.01);回归研究表明,以工作满意度为因变量,组织公平(β=.498,p.001)和情感承诺(β=.324,p.001)对工作满意度的回归系数显著,工作满意度在组织公平(95%CI=[-0.2484,-0.0069])和情感承诺(95%CI=[-0.3018,-0.0570])与离职意向的关系中起到中介作用。结论(1)影响民营企业高管离职意向的组织环境水平和个体水平的关键因素分别为组织公平和情感承诺。(2)组织公平和情感承诺通过工作满意度对企业高管的离职意向产生影响。
[Abstract]:Objective the purpose of this study is to explore the key factors that affect the organizational environment level and individual level of senior executives' turnover intention in private enterprises in China through qualitative research, and on the basis of this, to explore the turnover intention and organizational fairness through questionnaires. The relationship between affective commitment and job satisfaction. A qualitative study of methods: through in-depth interviews with 20 corporate executives in Taiyuan National Hi-tech Development Zone, Shanxi Province, Acquire primary research data. Adopt the method of rooted theory to code the interview data into three levels to form the core category, determine the key variables of investigation and study, define the concept connotation of the variables. According to the literature review and qualitative research results, a theoretical model was put forward, and a questionnaire was made up of relevant scales at home and abroad. A questionnaire survey was conducted among 297 senior executives of 112 companies in Taiyuan, Shanxi province. The qualitative study showed that organizational fairness and affective commitment influenced the job satisfaction and turnover intention of private executives. Organizational equity includes equitable opportunities for development, Factors such as equal treatment, fair information, fair procedure, emotional commitment including sense of belonging, shared values, meaningful work, etc. Questionnaire: relevant studies show that turnover intention and organizational fairness, There was a negative correlation between affective commitment and job satisfaction. There was a negative correlation between job satisfaction and organizational justice, and there was a positive correlation between affective commitment and job satisfaction. There was a negative correlation between turnover intention and job satisfaction. Regression analysis showed that job satisfaction was a dependent variable. The regression coefficients of organizational justice (尾 -498p. 001) and affective commitment (尾 .324p. 001) on job satisfaction were significant. Job satisfaction plays an intermediary role in the relationship between organizational justice 95CI = [-0.2484- 0.0069] and affective commitment 95CI= [-0.3018- 0.0570]. Conclusion 1) the key factors influencing the organizational environment level and individual level of senior executives' turnover intention in private enterprises are organizational environment level and individual level, respectively. Fairness and affective commitment. 2) organizational fairness and affective commitment have an impact on the turnover intention of executives through job satisfaction.
【学位授予单位】：山西医科大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.91

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