雇主品牌与离职倾向的关系研究

发布时间：2018-05-01 02:31

本文选题：雇主品牌 + 离职倾向　；参考：《首都经济贸易大学》2016年硕士论文

【摘要】：随着社会经济的迅速发展,企业之间人才的竞争愈演愈烈,人才是企业发展的源泉,是社会创新的动力,是企业最宝贵的财富。而培养一个人才需要花费大量人力物力成本,因此企业如何吸引求职者,保留现有员工成为了很多企业所要思考的问题。在雇主品牌的理论提出后,已经有很多学者开始将目光集中于雇主品牌的研究,结果表明通过增强企业雇主品牌的吸引力,不仅可以在人才市场树立企业良好形象,吸引人才,更是可以为企业激励保留现有优秀员工做出贡献。而关于雇主品牌与离职倾向之间的关系研究却少有人提及,因此本文通过发放问卷,数据分析的方式试图找出雇主品牌与离职倾向之间的关系,并且开创性的将组织支持感作为调节变量。本文得到结论如下:雇主品牌及其维度与离职倾向之间存在负向关系;组织支持感在雇主品牌的部分维度与离职倾向之间存在着调节作用。根据结论我们可以推断,通过提高雇主品牌吸引力可以降低员工离职倾向,而在组织支持感较高的企业,雇主品牌与离职倾向的负向关系更加显著。并依据此,在本文最后提出一些管理建议来改善现状。
[Abstract]:With the rapid development of social economy, the competition of talents between enterprises is becoming more and more fierce. Talent is the source of enterprise development, the motive force of social innovation, and the most precious wealth of enterprises. However, it takes a lot of manpower and material resources to train a person, so how to attract job seekers and retain existing employees has become a problem that many enterprises have to think about. After the theory of employer brand has been put forward, many scholars have begun to focus on the research of employer brand. The result shows that by enhancing the attraction of employer brand, we can not only set up a good image of enterprise in the talent market, but also attract talents. It can also contribute to the motivation and retention of outstanding existing employees. However, the research on the relationship between employer brand and turnover intention is seldom mentioned, so this paper tries to find out the relationship between employer brand and turnover intention by means of questionnaire and data analysis. And pioneering sense of organizational support as a regulatory variable. The conclusions are as follows: there is a negative relationship between employer brand and its dimensions and turnover intention, and organizational support has a moderating effect between some dimensions of employer brand and turnover intention. According to the conclusion we can infer that the employee turnover intention can be reduced by increasing the employer brand attractiveness and the negative relationship between employer brand and turnover intention is more significant in the enterprises with higher organizational support. According to this, in the end of this paper, some management suggestions to improve the status quo.
【学位授予单位】：首都经济贸易大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92

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