八冶公司新生代知识型员工离职倾向研究

发布时间：2018-03-08 23:01

本文选题：新生代知识型员工　切入点：离职倾向　出处：《兰州大学》2015年硕士论文　论文类型：学位论文

【摘要】：新生代知识型员工已逐渐走向工作岗位,成为推动社会发展的一个重要部分,由于时代特征和成长环境的特殊性,诸多因素影响着他们的离职倾向。八冶公司是一家建筑与机电安装的集团公司。为了综合竞争力的提高和可持续发展的需要,八冶公司每年要招聘大量新生代知识型员工,但是由于各种原因,这些新生代知识型员工最终留到企业的很少,一部分员工很快就离职了,一部分员工学到知识和技能后也就离职了。这种高的离职率给八冶公司带来了巨大的损失,严重影响和制约了八冶公司的快速发展。因此,深入研究八冶公司的离职问题具有较强的现实意义和实践参考价值。在Price-Mueller(2000)离职动因模型和其它国内外离职研究的基础上,笔者对八冶公司新生代知识型员工进行了访谈式预调研,并基于Price-Mueller(2000)离职动因模型和预调研的结果,提出了本文研究的理论模型。在该理论模型中,五个影响离职倾向的主要因素中的“机会”和“亲属责任”作为外部环境变量,“分配公平性”、“晋升与培训”、“人际关系”作为内部结构化变量,其中,外部环境变量和内部结构化变量作为自变量,“工作满意度”作为中介变量,“离职倾向”作为因变量。根据文献综述及预调研的结果,结合上述理论模型,笔者提出了本文的研究假设。为验证上述研究假设,笔者参考和结合已有文献中成熟量表设计调查问卷,发放问卷190份,回收有效问卷156份,并对回收的有效问卷的数据结果进行实证分析。通过上述实证分析,笔者得出如下结论:(1)亲属责任、分配公平性、晋升与培训、人际关系都对离职倾向产生显著影响;(2)分配公平性、晋升与培训、人际关系都对工作满意度产生显著正向影响;(3)在八冶公司新生代知识型员工离职倾向的影响因素中,分配公平性的影响最大,其次是晋升与培训、亲属责任和人际关系;(4)工作满意度对离职倾向起着显著的负向作用;(5)工作满意度分别在分配公平性、晋升与培训、人际关系同离职倾向之间起着部分中介作用;(6)不同人口特征变量在亲属责任、分配公平性、晋升与培训、离职倾向上具有一定的差异性;(7)一线未婚男性员工的离职倾向最高。最后结合上述研究结论,本文从严把招聘关、建立公平的薪酬体系与改善员工福利、建立并完善多元的职业发展通道、感情留人与加强企业文化建设、加强沟通与改善人际关系、关注一线未婚男性员工六个方面提出了八冶公司保留和吸引新生代知识型员工的管理建议,并指出本文的不足与展望。
[Abstract]:The new generation of knowledge workers have gradually moved to their jobs and become an important part of promoting social development. Due to the characteristics of the times and the particularity of the growth environment, Many factors affect their intention to leave. Baxe is a construction and mechanical and electrical installation group company. In order to improve its comprehensive competitiveness and the need for sustainable development, Baxe employs a large number of new generation of knowledge workers every year. However, for various reasons, few of these new generation of knowledge workers ended up staying in the enterprise, and some of them quickly left their jobs. Some of the employees quit their jobs after learning knowledge and skills. This high turnover rate has brought huge losses to the company, which has seriously affected and restricted the rapid development of the company. On the basis of Price-Mueller2000) turnover motivation model and other studies at home and abroad, it is of great practical significance and practical reference value to study the turnover problem of Baye Metallurgical Company. In this paper, the author makes an interview survey on the new generation of knowledge workers in Baye Metallurgical Company. Based on Price-Mueller2000)'s turnover motivation model and the result of the preliminary investigation, the author puts forward the theoretical model of this paper. Among the five main factors influencing turnover intention, "opportunity" and "kinship responsibility" are taken as external environmental variables, "distributive equity", "promotion and training", "interpersonal relationship" as internal structural variables, among which, External environment variables and internal structured variables as independent variables, "job satisfaction" as intermediary variables, "turnover intention" as dependent variables. The author puts forward the research hypotheses of this paper. In order to verify the above research hypotheses, the author designs a questionnaire by referring to and combining with the mature scale in the existing literature. 190 questionnaires are issued and 156 valid questionnaires are collected. Through the above empirical analysis, the author draws the following conclusions: (1) kinship responsibility, distribution fairness, promotion and training. Interpersonal relationships have a significant impact on turnover intention. (2) Distribution fairness, promotion, training and interpersonal relationships all have a significant positive impact on job satisfaction. (3) among the factors affecting the turnover intention of the new generation of knowledge workers in Baxi Metallurgical Company, they have a significant positive impact on job satisfaction. Second, promotion and training. (4) Job satisfaction has a significant negative effect on turnover intention. (5) Job satisfaction is in distribution fairness, promotion and training, respectively. Interpersonal relationship and turnover intention play a part intermediary role. (6) different demographic characteristics variables in kinship responsibility, distribution fairness, promotion and training, The turnover intention of unmarried male employees is the highest. Finally, combined with the above research conclusions, this paper strict the recruitment, establish a fair compensation system and improve employee benefits. To establish and improve multi-dimensional career development channels, emotional retention and strengthening the construction of corporate culture, strengthen communication and improve interpersonal relations, This paper puts forward the management suggestions on retaining and attracting the new generation of knowledge workers from six aspects of paying attention to the first line unmarried male employees, and points out the shortcomings and prospects of this paper.
【学位授予单位】：兰州大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.3

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