本文選題：新生代知識(shí)型員工　切入點(diǎn)：離職傾向　出處：《蘭州大學(xué)》2015年碩士論文　論文類型：學(xué)位論文

【摘要】：新生代知識(shí)型員工已逐漸走向工作崗位,成為推動(dòng)社會(huì)發(fā)展的一個(gè)重要部分,由于時(shí)代特征和成長環(huán)境的特殊性,諸多因素影響著他們的離職傾向。八冶公司是一家建筑與機(jī)電安裝的集團(tuán)公司。為了綜合競(jìng)爭(zhēng)力的提高和可持續(xù)發(fā)展的需要,八冶公司每年要招聘大量新生代知識(shí)型員工,但是由于各種原因,這些新生代知識(shí)型員工最終留到企業(yè)的很少,一部分員工很快就離職了,一部分員工學(xué)到知識(shí)和技能后也就離職了。這種高的離職率給八冶公司帶來了巨大的損失,嚴(yán)重影響和制約了八冶公司的快速發(fā)展。因此,深入研究八冶公司的離職問題具有較強(qiáng)的現(xiàn)實(shí)意義和實(shí)踐參考價(jià)值。在Price-Mueller(2000)離職動(dòng)因模型和其它國內(nèi)外離職研究的基礎(chǔ)上,筆者對(duì)八冶公司新生代知識(shí)型員工進(jìn)行了訪談式預(yù)調(diào)研,并基于Price-Mueller(2000)離職動(dòng)因模型和預(yù)調(diào)研的結(jié)果,提出了本文研究的理論模型。在該理論模型中,五個(gè)影響離職傾向的主要因素中的“機(jī)會(huì)”和“親屬責(zé)任”作為外部環(huán)境變量,“分配公平性”、“晉升與培訓(xùn)”、“人際關(guān)系”作為內(nèi)部結(jié)構(gòu)化變量,其中,外部環(huán)境變量和內(nèi)部結(jié)構(gòu)化變量作為自變量,“工作滿意度”作為中介變量,“離職傾向”作為因變量。根據(jù)文獻(xiàn)綜述及預(yù)調(diào)研的結(jié)果,結(jié)合上述理論模型,筆者提出了本文的研究假設(shè)。為驗(yàn)證上述研究假設(shè),筆者參考和結(jié)合已有文獻(xiàn)中成熟量表設(shè)計(jì)調(diào)查問卷,發(fā)放問卷190份,回收有效問卷156份,并對(duì)回收的有效問卷的數(shù)據(jù)結(jié)果進(jìn)行實(shí)證分析。通過上述實(shí)證分析,筆者得出如下結(jié)論:(1)親屬責(zé)任、分配公平性、晉升與培訓(xùn)、人際關(guān)系都對(duì)離職傾向產(chǎn)生顯著影響;(2)分配公平性、晉升與培訓(xùn)、人際關(guān)系都對(duì)工作滿意度產(chǎn)生顯著正向影響;(3)在八冶公司新生代知識(shí)型員工離職傾向的影響因素中,分配公平性的影響最大,其次是晉升與培訓(xùn)、親屬責(zé)任和人際關(guān)系;(4)工作滿意度對(duì)離職傾向起著顯著的負(fù)向作用;(5)工作滿意度分別在分配公平性、晉升與培訓(xùn)、人際關(guān)系同離職傾向之間起著部分中介作用;(6)不同人口特征變量在親屬責(zé)任、分配公平性、晉升與培訓(xùn)、離職傾向上具有一定的差異性;(7)一線未婚男性員工的離職傾向最高。最后結(jié)合上述研究結(jié)論,本文從嚴(yán)把招聘關(guān)、建立公平的薪酬體系與改善員工福利、建立并完善多元的職業(yè)發(fā)展通道、感情留人與加強(qiáng)企業(yè)文化建設(shè)、加強(qiáng)溝通與改善人際關(guān)系、關(guān)注一線未婚男性員工六個(gè)方面提出了八冶公司保留和吸引新生代知識(shí)型員工的管理建議,并指出本文的不足與展望。
[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.
【學(xué)位授予單位】：蘭州大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F272.92;F426.3

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本文編號(hào)：1585902