工作嵌入与员工流动倾向:工作价值观为调节变量

发布时间：2018-04-04 02:23

本文选题：员工流动倾向　切入点：工作嵌入　出处：《管理工程学报》2017年03期

【摘要】：员工流动不仅在微观层面影响企业员工的雇佣状态,而且在宏观层面影响社会的劳动力需求/供给系统。因此,深入探索员工流动的形成机理有很强的理论和实践意义。鉴于以往研究对员工流动的解释囿于工作本身和主观态度两方面,本文在社会网络层面对员工流动的形成进行了新的解释,探讨了工作嵌入对员工流动倾向的影响,并探索了工作价值观对该作用过程的影响。采用问卷法,对402名员工样本的研究结果表明:工作内嵌入中的工作内匹配和工作内损失对员工流动倾向产生显著负向影响,工作内联系对流动倾向并不具有显著影响;工作外嵌入中的工作外联系、工作外匹配和工作外损失均对员工流动倾向产生显著负向影响;工作价值观显著调节上述影响机制的某些方面,特别是情感性工作价值观对工作内联系与流动倾向间关系的调节作用具有两面性。
[Abstract]:Employee mobility not only affects the employment status of the employees at the micro level, but also affects the labor demand / supply system of the society at the macro level.Therefore, it is of great theoretical and practical significance to explore the formation mechanism of employee mobility.In view of the fact that the explanation of employee mobility in previous studies is limited to two aspects: work itself and subjective attitude, this paper makes a new explanation on the formation of employee mobility at the social network level, and discusses the influence of job embedding on employee turnover tendency.The influence of work values on the process is explored.Using the questionnaire method, the results of 402 employee samples show that: job matching and loss in the job have a significant negative impact on the turnover tendency of employees, while intra-job contact has no significant effect on mobility;The extrajob connection, the out-of-job matching and the out-of-job loss have a significant negative effect on the employee turnover tendency, and the work values significantly regulate some aspects of the above influencing mechanism.In particular, affective work values play a dual role in regulating the relationship between intra-job contact and mobility.
【作者单位】：山东财经大学工商管理学院;山东财经大学人才发展研究中心;
【基金】：教育部人文社科青年基金资助项目(12YJC630250) 山东省优秀中青年科学家科研奖励基金资助项目(BS2013SF022) 山东财经大学博士基金资助项目(B13018)
【分类号】：F272.92

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