组织的发展性支持对知识型员工离职倾向的作用机制研究

发布时间：2018-04-12 08:54

本文选题：组织发展性支持 + 离职倾向　；参考：《南京理工大学》2017年硕士论文

【摘要】：企业对知识型员工的发展性支持是保持企业动态能力、核心竞争力的关键,也是提升员工忠诚度的关键。但在实际的管理过程中,管理者发现,组织发展性支持有时并不能提升员工的忠诚度、留住员工,甚至会使员工的离职倾向增强。学术界现有的关于组织发展性支持与离职倾向关系的研究大都基于社会交换理论、与能力相关的理论等,它们并不能充分的解释这种现象,因此,探究组织发展性支持与离职倾向的关系,是一个既有实践价值,也富理论意义的问题。本研究认为,组织发展性支持与离职倾向关系的问题,实质上是组织发展性支持能否稳定雇佣关系的问题,在外部环境剧烈变化、知识更新速度加快的背景下,对于知识型员工而言,组织发展性支持能否稳定雇佣关系,受工作不安全感和工作不确定性的影响。本研究将工作不安全感作为组织发展性支持与离职倾向的中介变量,工作不确定性作为该过程的调节变量,探究组织发展性支持与离职倾向的作用机制,试图从新的视角解释二者的关系,丰富二者的关系机制研究。本研究基于当今剧烈变化的外部环境,结合知识型员工的特点,从压力干预的角度分析组织发展性支持的作用,解释组织发展性支持与离职倾向的作用机制,在管理实践中,消除企业管理者对知识型员工组织发展性支持效果的疑虑,并为组织发展性支持具体项目的实施提供建议。本研究采用问卷调查的方式,样本主要是来自于南京、苏州等地企业的知识型员工。问卷发放以电子问卷和纸质问卷相结合的形式,基于秩和检验的结果,本次研究仅采用来源与纸质问卷的448条数据。运用SPSS 20.0、Amos 17.0对数据进行处理分析,结果发显示,对于知识型员工而言:(1)组织发展性支持显著负向影响离职倾向:(2)组织发展性支持显著负向影响工作不安全感;(3)工作不安全感部分中介组织发展性支持与离职倾向的关系;(4)工作不安全感作为组织发展性支持与离职倾向关系的中介变量,其中介作用受到工作不确定性的调节影响,即存在一个有调节的中介作用模型。基于研究结论,我们立足于企业管理者的视角,提出了针对知识型员工的管理建议。
[Abstract]:The development support of knowledge workers is the key to keep the dynamic ability and core competence of enterprises, and also the key to enhance employee loyalty.However, in the actual management process, managers find that organizational development support can sometimes not enhance employee loyalty, retain staff, or even enhance employee turnover intention.The existing research on the relationship between organizational development support and turnover intention is based on social exchange theory and competency-related theory, which can not fully explain this phenomenon.Exploring the relationship between organizational development support and turnover intention is a problem of both practical value and theoretical significance.This study holds that the relationship between organizational development support and turnover intention is essentially a question of whether organizational development support can stabilize the employment relationship, under the background of drastic changes in the external environment and the accelerated rate of knowledge renewal.For knowledge workers, whether organizational development support can stabilize employment relationship is affected by job insecurity and job uncertainty.This study regards job insecurity as the intermediary variable of organizational development support and turnover intention, and the uncertainty of work as the adjustment variable of the process, and explores the mechanism of organizational development support and turnover intention.This paper attempts to explain the relationship between the two from a new perspective and to enrich the study of their relationship mechanism.Based on the dramatic changes in the external environment and the characteristics of knowledge workers, this study analyzes the role of organizational development support from the perspective of stress intervention, and explains the mechanism of organizational development support and turnover intention in management practice.To eliminate the misgivings of enterprise managers on the effect of organizational development support for knowledge workers, and to provide suggestions for the implementation of organizational development support projects.This research adopts the questionnaire method, the sample mainly comes from Nanjing, Suzhou and so on enterprise knowledge staff.The questionnaire was distributed in the form of electronic questionnaire and paper questionnaire. Based on the results of rank sum test, only 448 data from source and paper questionnaire were used in this study.Using SPSS 20.0 Amos 17.0 to process and analyze the data, the result is displayed.For knowledge workers, organizational development support significantly negatively affects turnover intention: 2) organizational development support significantly negatively affects job insecurity.Job insecurity as an intermediary variable between organizational development support and turnover intention,The mediating effect is influenced by the uncertainty of work, that is, there is a model of mediating action.Based on the research conclusions, we put forward management suggestions for knowledge workers from the perspective of enterprise managers.
【学位授予单位】：南京理工大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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