组织支持感、组织承诺对互联网企业员工离职倾向的影响研究

发布时间：2018-04-24 22:11

本文选题：组织承诺 + 组织支持感　；参考：《东南大学》2017年硕士论文

【摘要】：伴随互联网行业的迅猛发展,互联网企业员工的流动率也一直呈走高趋势。这对于以智力资本获取竞争力的互联网企业发展极为不利。以往在有关企业员工离职倾向的研究中,很少涉及员工的组织承诺和组织支持感等态度变量对互联网企业员工离职倾向的影响。相关研究文献表明,组织承诺和组织支持感作为重要的心理变量,能够有效地影响企业员工的工作态度和离职行为。因此,本文选取互联网企业员工为研究对象,旨在探索组织支持感、组织承诺与员工离职倾向相互间的关系。研究分为两部分:一为理论研究部分,即研究国内外相关研究文献,梳理相关研究的基本理念、方法和成果,在此基础上形成本文研究的构念、假设和技术路线;二为实证研究部分,采用问卷调查的形式,获取了 184份有效样本,运用SPSS中的因子分析、方差分析、相关分析、回归分析等分析方法,实证检验互联网企业员工的组织承诺、组织支持感与他们的离职倾向之间的关系。本文的研究构思与假设基本得以验证,并得出以下几个主要结论:1、互联网企业员工对组织支持感,组织承诺中的情感承诺、持续承诺和规范承诺的感知水平都比较高。因此,互联网企业管理者应当思考如何增加互联网员工的组织承诺和组织支持感,从而降低员工的离职率。2、人口特征变量中学历和工作年限对员工的持续承诺有影响。高学历员工的市场竞争力强,企业往往会高薪引进人才留住人才,使他们在持续承诺方面产生差异。对于工作年限而言,年限越长对于安稳的渴望程度越强,从而使他们对于持续承诺产生了影响。3、互联网企业员工组织支持感对员工的离职倾向有显著的负相关影响,组织支持感与组织承诺的三个维度之间存在着显著的正相关关系,研究假设得到验证并与以往的研究结论相保持了一致。4、互联网企业员工的情感承诺、持续承诺和规范承诺对于离职倾向存在有显著的负相关关系。但通过不同的研究方法得出的结论不一致,仅规范承诺与离职倾向有显著的负相关关系,而情感承诺和持续承诺对离职倾向的影响关系并不显著。这点与以往学者们的研究结论不一致,其中的原因可能是因为互联网企业员工的个性特征所造成的,也有可能与选择的样本有关系。根据本文的研究结论,本文结合互联网行业特点、员工的特性等为互联网企业管理者提供管理建议,并指出本文研究存在的局限性以及对未来研究的一些展望。
[Abstract]:With the rapid development of the Internet industry, the turnover rate of the employees of Internet enterprises has also been on the high trend. This is extremely unfavorable to the development of the Internet enterprises with intellectual capital competitiveness. In the past, there are few related attitude variables such as organizational commitment and organizational support in the study of employee turnover intention. The related research literature shows that organizational commitment and organizational support, as important psychological variables, can effectively affect the working attitude and turnover behavior of the employees. Therefore, this paper selects the employees of the Internet enterprise as the research object to explore the sense of organizational support, organizational commitment and employee turnover. The research is divided into two parts: one is the theoretical research part, that is, to study the relevant literature at home and abroad, to comb the basic ideas, methods and achievements of the relevant research, and to form the construction, hypothesis and technical route of this study on this basis; second, the empirical research part, using the form of questionnaire, to obtain 184 effective samples. Based on the analysis of factor analysis, variance analysis, correlation analysis and regression analysis in SPSS, this paper empirically tests the relationship between organizational commitment of Internet enterprise employees, organizational support and their turnover intention. The research conception and hypothesis of this paper are basically verified, and the following main conclusions are drawn: 1, Internet enterprise employees The sense level of organizational support, affective commitment in organizational commitment, continuous commitment and normative commitment are higher. Therefore, Internet business managers should think about how to increase the organizational commitment and organizational support of Internet employees, thus reducing employee turnover rate.2. Continuing commitment has an impact. Highly educated employees have a strong market competitiveness. Enterprises tend to retain talents with high salary and talent and make them different in continuing commitment. The longer the years of work are concerned, the longer their longing for stability is stronger, so they have an impact on the continuing commitment of.3 and the organization of employees of Internet companies. There is a significant negative correlation between the persistence and the employee turnover intention. There is a significant positive correlation between the three dimensions of organizational support and organizational commitment. The research hypothesis is verified and consistent with the previous research conclusions. The feelings of the employees of the Internet companies are.4, and the continuous commitment and the normative commitment are for the turnover intention. There is a significant negative correlation. But the conclusion is inconsistent through different research methods, and there is a significant negative correlation between the normative commitment and turnover intention, and the relationship between the affective commitment and the continuing commitment is not significant. According to the findings of this paper, this paper provides management suggestions for Internet enterprise managers based on the characteristics of the Internet industry, the characteristics of the employees and so on, and points out the limitations of this study and some prospects for future research.

【学位授予单位】：东南大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

【参考文献】