“90后”技术型员工组织公平感、组织犬儒主义对其离职倾向影响的实证研究

发布时间：2018-05-31 04:20

本文选题：组织公平感 + 组织犬儒主义　；参考：《河北大学》2017年硕士论文

【摘要】：随着社会的不断发展,企业之间的竞争越来越激烈,企业之间的竞争说到底还是企业人才的竞争,尤其是核心人才的竞争。90后技术型员工也逐渐的进入到工作,但在他们之间存在着这样一种现象,跳槽频繁,这使得企业猝不及防,造成极大的损失。于是,企业要想得以生存,立于不败之地,必须要减少企业员工的流动率,尤其是技术型员工的流动率。企业管理者认为企业员工之所以产生离职的倾向,是因为员工在企业内部的公平感知,当员工在企业中感受到不公平时,极有可能会产生怨恨、愤懑、不满的情绪,进而产生离职的意图。基于此,本研究首先把关于三个研究变量的相关文献进行了整理,并且把90后的技术型员工作为本论文探讨的对象,采用了问卷调查的方式,明确了三者之间的关系,这一举措具有非常重大的实际意义,可以为企业管理者减少员工流动率提供借鉴。问卷主要是通过微信、QQ等网络平台进行的,并通过数据分析,得出了以下结论。第一、90后技术型员工在组织中所感知到的组织公平感对组织犬儒主义有显著的负向预测作用,在组织公平感的三个维度中分配公平的预测力更为显著。第二、90后技术型员工的组织犬儒主义对离职倾向有正向的预测作用,在组织犬儒主义的三个维度中,犬儒主义情感和信念对离职倾向有显著的预测作用。第三、90后技术型员工在组织中所感知到的组织公平感对离职倾向有着显著的负向影响,也就是说,当员工感知到不公平时,也就越容易产生离职倾向,在组织公平感的三个维度中程序公平有着显著的负向预测作用。
[Abstract]:With the development of society, the competition among enterprises is more and more fierce. The competition among enterprises is still the competition of enterprise talents, especially the competition of core talents. But there is such a phenomenon between them, the frequent job-hopping, which makes the enterprise caught off guard, resulting in great losses. Therefore, if enterprises want to survive and remain invincible, they must reduce the turnover rate of employees, especially the turnover rate of technical employees. Enterprise managers believe that the tendency of employees to leave their jobs is due to their perception of fairness within the enterprise. When employees feel unfair in the enterprise, they are most likely to generate resentment, and discontent. Then comes the intention of leaving. Based on this, this study firstly collates the relevant literature about three research variables, and regards the post-90s technical staff as the object of this paper, adopts the method of questionnaire, and clarifies the relationship between the three. This measure is of great practical significance and can be used as a reference for managers to reduce employee turnover. The questionnaire is mainly conducted through WeChat QQ and other network platforms, and through data analysis, the following conclusions are reached. First, the sense of organizational justice perceived by post-90s technical workers in the organization has a significant negative predictive effect on organizational cynicism, and the predictive power of distributive fairness in the three dimensions of organizational justice is more significant. Secondly, the organizational cynicism of post-90s skilled employees has a positive predictive effect on turnover intention. In the three dimensions of organizational cynicism, cynicism emotions and beliefs have a significant predictive effect on turnover intention. Thirdly, the sense of organizational fairness perceived by post-90s technical workers in the organization has a significant negative impact on turnover intention, that is, when employees perceive unfairness, it is more likely to produce turnover intention. In the three dimensions of organizational justice, procedural justice has a significant negative predictive role.
【学位授予单位】：河北大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

【参考文献】