【摘要】：現(xiàn)代服務(wù)業(yè)已顯現(xiàn)出成為國(guó)民經(jīng)濟(jì)支柱產(chǎn)業(yè)的態(tài)勢(shì),理論界也應(yīng)順應(yīng)趨勢(shì),加大對(duì)現(xiàn)代服務(wù)業(yè)研究力度�，F(xiàn)實(shí)卻是行業(yè)發(fā)展過程中仍然存在著領(lǐng)導(dǎo)者實(shí)施職場(chǎng)冷暴力和離職現(xiàn)象頻發(fā)等不和諧聲音,值得引起注意的是員工的個(gè)人特質(zhì)會(huì)降低這些不和諧因素對(duì)企業(yè)乃至行業(yè)的負(fù)面影響。本文主要研究現(xiàn)代服務(wù)業(yè)辱虐管理對(duì)現(xiàn)代服務(wù)業(yè)人員離職傾向的影響,同時(shí)考察樂觀解釋風(fēng)格對(duì)二者關(guān)系的調(diào)節(jié)作用。本文具有如下創(chuàng)新點(diǎn),首先引入積極心理學(xué)中的樂觀解釋風(fēng)格來作為調(diào)節(jié)變量,探究辱虐管理和離職傾向關(guān)系成立的邊界條件;其次嘗試運(yùn)用情感事件理論、自我決定理論等作為基礎(chǔ),以期科學(xué)精準(zhǔn)的解釋主要探討內(nèi)容;最后將樂觀解釋風(fēng)格適用領(lǐng)域拓展至現(xiàn)代服務(wù)業(yè)員工群體。本論文使用問卷調(diào)查方法對(duì)現(xiàn)代服務(wù)業(yè)的各級(jí)員工進(jìn)行數(shù)據(jù)收集,應(yīng)用的量表皆為成熟量表,而且被眾多學(xué)者使用過證明中國(guó)情境下仍然適用。使用Excel、SPSS19.0和AMOS22.0軟件分別對(duì)數(shù)據(jù)進(jìn)行統(tǒng)計(jì)分析。通過獨(dú)立樣本T檢驗(yàn)和方差分析驗(yàn)證被試的人口統(tǒng)計(jì)學(xué)變量對(duì)主要變量的影響,得出以下結(jié)論:員工的年齡、職位及任職年限等人口統(tǒng)計(jì)學(xué)變量對(duì)離職傾向有顯著影響;年齡對(duì)樂觀解釋風(fēng)格和辱虐管理水平皆有顯著影響;在現(xiàn)有公司工作年限和員工教育背景對(duì)辱虐管理均有顯著性影響,參照其他研究的做法將被試的年齡、職位和工作年限作為控制變量加以控制。控制變量和主要變量的相關(guān)分析顯示,辱虐管理和離職傾向顯著正相關(guān)�；貧w分析結(jié)果表明現(xiàn)代服務(wù)業(yè)各級(jí)員工遭受的來自上級(jí)領(lǐng)導(dǎo)的辱虐管理對(duì)其離職傾向有正向預(yù)測(cè)作用;員工的樂觀解釋風(fēng)格負(fù)向的調(diào)節(jié)辱虐管理對(duì)現(xiàn)代服務(wù)業(yè)員工離職傾向的作用。本文依據(jù)實(shí)證分析的結(jié)論,從減少辱虐管發(fā)生幾率、削弱辱虐管理負(fù)向影響和使用理性情緒行為療法適度干預(yù)和培養(yǎng)員工的樂觀解釋風(fēng)格等方面對(duì)組織的人力資源管理提出建議。
[Abstract]:The modern service industry has become the pillar industry of the national economy, and the theoretical circle should follow the trend and step up the research on the modern service industry. The reality is that there are still discordant voices in the process of industry development, such as leaders implementing cold violence in the workplace and frequent departures. It is worth noting that the personal characteristics of employees will reduce the negative impact of these discordant factors on the enterprise and even the industry. This paper mainly studies the influence of abusive management in modern service industry on the turnover intention of modern service workers, and at the same time examines the moderating effect of optimistic interpretation style on the relationship between them. This paper has the following innovative points. Firstly, the optimistic interpretation style in positive psychology is introduced as the adjustment variable to explore the boundary conditions of the relationship between abusive management and turnover intention. Secondly, the author tries to use emotional event theory and self-determination theory as the basis for scientific and precise interpretation of the main content; finally, the application of optimistic interpretation style to the group of modern service workers. This paper uses questionnaire method to collect data of employees at all levels in modern service industry. The scale is maturity scale and has been used by many scholars to prove that it is still applicable in Chinese situation. The data were analyzed by Excel,SPSS19.0 and AMOS22.0 software respectively. The independent sample T-test and ANOVA were used to verify the influence of demographic variables on the main variables, and the following conclusions were drawn: the age, position and length of service of employees had a significant impact on turnover intention; Age has significant influence on optimistic interpretation style and abusive management level. The years of service and the education background of employees in the existing companies have a significant impact on abuse management. According to other research practices, the age, position and length of work of the subjects were controlled as control variables. The correlation analysis between control variables and main variables showed that abusive management was positively correlated with turnover intention. The results of regression analysis show that the abusive management suffered by employees at all levels of modern service industry has a positive predictive effect on their turnover intention. The role of abusive management on the turnover intention of modern service workers. Based on the conclusion of empirical analysis, from reducing the incidence of abuse, In order to weaken the negative influence of abuse management and use rational emotional behavior therapy to intervene appropriately and cultivate the optimistic interpretation style of employees, suggestions are made on the human resources management of the organization.
【學(xué)位授予單位】：遼寧大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F719;F272.92

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