科技型企业核心员工离职负效应研究

发布时间：2018-01-29 05:24

本文关键词： 核心员工离职倾向离职行为离职负效应　出处：《天津科技大学》2015年硕士论文　论文类型：学位论文

【摘要】：科技型企业作为推动我国科技创新的重要力量,其新技术或新产品的开发离不开掌握最前沿技术和具备关键知识的核心员工,他们是企业创新能力的重要载体。核心员工具有很高的创造性和工作自主性,他们自我实现需求强烈,因此当核心员工进入企业时除了和企业签订的一份书面契约之外还与企业形成了一份隐形的心理契约。然而在人力资源市场的越来越开放以及科技型企业间的竞争愈演愈烈的情境下,加之核心员工本身具有流动性高的特点,当其出现心理契约违背时,离职不可避免。核心员工的离职给科技型企业带来的负面影响不容忽视,本文通过研究科技型企业核心员工离职负效应,论证负效应的具体影响形式,为科技型企业减少核心员工离职负效应造成的损失提供思路。本文首先在总结文献的基础上,对相关概念进行界定,本文界定科技型企业核心员工为具备形成企业核心竞争力的专业技术、处在企业关键岗位、具有较高人力资源稀缺性的技术研发人才;其次将心理契约违背与离职相联系,得出核心员工心理契约违背首先产生离职倾向,最后产生离职行为的结论,并在此基础上通过总结现有文献,初步探讨科技型企业核心员工离职倾向和离职行为的负效应,接下来本文对北京、天津科技型企业进行问卷调查,具体分析核心员工离职倾向负效应对企业、对员工以及离职行为负效应对企业、对员工的具体影响形式,在此基础上建立心理契约违背导致离职负效应的模型,并通过数据均值处理,从员工和企业两个角度对离职负效应的影响形式进行排序,通过排序可知核心员工离职倾向对其余员工的负面影响较大,具体表现形式为“消极情绪”,核心员工离职对企业的负效应中影响程度最大的为“增加成本”；最后,本文借鉴知名企业应对核心员工离职负效应的经验,针对从心理违背到离职行为发生的整个阶段,提出具体措施,以期达到离职负效应递减的效果。
[Abstract]:As an important force to promote the innovation of science and technology in our country, the development of new technology or new products can not be separated from the core staff who master the most advanced technology and have the key knowledge. They are the important carrier of the innovation ability of the enterprise. The core staff have high creativity and work autonomy, and they have a strong demand for self-realization. Therefore, when the core staff enter the enterprise, in addition to a written contract signed with the enterprise, it forms an invisible psychological contract with the enterprise. However, the human resource market is becoming more and more open and the competition among technology enterprises is becoming more and more open. In an increasingly competitive situation. In addition, the core staff itself has the characteristics of high mobility, when the psychological contract violations, leaving the inevitable, the core staff leaving the negative impact on science and technology enterprises can not be ignored. This paper studies the negative effect of the core staff turnover in science and technology enterprises, and demonstrates the specific forms of the negative effect. This paper provides a way to reduce the loss caused by the negative effect of core staff turnover. Firstly, this paper defines the related concepts on the basis of summarizing the literature. This paper defines the core staff of the science and technology enterprise as the specialized technology which has formed the core competence of the enterprise, is in the key position of the enterprise, has the high human resource scarce technical research and development talented person; Secondly, the psychological contract violation and turnover are linked to the conclusion that the core staff psychological contract breach first produces turnover intention and finally produces turnover behavior, and on this basis through the summary of existing literature. This paper discusses the negative effects of core staff turnover intention and turnover behavior in science and technology enterprises. Then this paper makes a questionnaire survey on Beijing and Tianjin science and technology enterprises and analyzes the negative effect of core staff turnover intention on enterprises. On the basis of the specific forms of the negative effects on employees and employees, the model of negative effects caused by psychological contract violation is established, and the data mean is used to deal with it. From the perspective of employees and enterprises, the negative effects of turnover are ranked. Through sorting, we can see that the core staff turnover intention has a greater negative impact on the rest of the staff, the specific form of expression is "negative emotions". In the negative effect of core staff turnover, the most important factor is "increasing cost"; Finally, based on the experience of well-known enterprises dealing with the negative effect of core staff turnover, this paper puts forward specific measures for the whole period from psychological violation to turnover behavior, in order to achieve the effect of diminishing negative effect of turnover.
【学位授予单位】：天津科技大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F276.44

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