新生代员工的情绪智力与离职倾向的关系研究：组织公平感的中介作用
发布时间：2018-12-12 19:45
【摘要】：新生代员工逐渐成为企事业单位的中流砥柱,然而他们表现出较高的离职倾向,据了解新生代员工在服务业和制造业的离职率已经达到30%以上。因此,如何降低新生代员工的离职率,提高他们的忠诚度,对于企业来说具有重要意义。本文通过查阅大量文献资料,归纳了新生代员工的一些基本特征,明确了情绪智力、组织公平感和离职倾向的定义,对其理论模型,相关研究和测量量表进行了梳理和分析。探讨了情绪智力、组织公平感和离职倾向之间的相互关系,在此基础上,提出了研究假设。通过问卷星制作问卷并进行有针对性的发放,对回收的有效问卷运用统计软件进行数据分析,通过验证性因子分析、相关分析、回归分析等方法对研究假设进行验证。分析结果显示,情绪智力及其4个维度与组织公平感呈现出显著的正相关关系,情绪智力及其4个维度与离职倾向呈现出显著的负相关关系,组织公平感与离职倾向呈现出显著的负相关关系,组织公平感部分中介于情绪智力与离职倾向之间。根据实证研究结果,针对新生代员工离职率高的现象提出了对策和建议。
[Abstract]:The new generation of employees have gradually become the mainstay of enterprises and institutions, but they have shown a high turnover tendency. It is understood that the turnover rate of new generation employees in the service and manufacturing industries has reached more than 30%. Therefore, how to reduce the turnover rate of new generation employees and improve their loyalty is of great significance to enterprises. This paper summarizes some basic characteristics of the new generation of employees, defines emotional intelligence, organizational justice and turnover intention, and analyzes its theoretical model, relevant research and measurement scale. The relationships among emotional intelligence, organizational justice and turnover intention are discussed, and the research hypotheses are put forward. Through the star questionnaire and targeted distribution, the valid questionnaires are analyzed by statistical software, and the research hypotheses are verified by confirmatory factor analysis, correlation analysis, regression analysis and so on. The results show that emotional intelligence and its four dimensions are positively correlated with organizational justice, and emotional intelligence and its four dimensions are negatively correlated with turnover intention. There is a significant negative correlation between organizational justice and turnover intention, and organizational justice is partly mediated by emotional intelligence and turnover intention. According to the results of empirical research, this paper puts forward some countermeasures and suggestions for the phenomenon of high turnover rate of new generation employees.
【学位授予单位】：广东财经大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92
本文编号：2375148
[Abstract]:The new generation of employees have gradually become the mainstay of enterprises and institutions, but they have shown a high turnover tendency. It is understood that the turnover rate of new generation employees in the service and manufacturing industries has reached more than 30%. Therefore, how to reduce the turnover rate of new generation employees and improve their loyalty is of great significance to enterprises. This paper summarizes some basic characteristics of the new generation of employees, defines emotional intelligence, organizational justice and turnover intention, and analyzes its theoretical model, relevant research and measurement scale. The relationships among emotional intelligence, organizational justice and turnover intention are discussed, and the research hypotheses are put forward. Through the star questionnaire and targeted distribution, the valid questionnaires are analyzed by statistical software, and the research hypotheses are verified by confirmatory factor analysis, correlation analysis, regression analysis and so on. The results show that emotional intelligence and its four dimensions are positively correlated with organizational justice, and emotional intelligence and its four dimensions are negatively correlated with turnover intention. There is a significant negative correlation between organizational justice and turnover intention, and organizational justice is partly mediated by emotional intelligence and turnover intention. According to the results of empirical research, this paper puts forward some countermeasures and suggestions for the phenomenon of high turnover rate of new generation employees.
【学位授予单位】：广东财经大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92
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