心理契约与职业适应期员工离职倾向的实证分析

发布时间：2018-03-25 06:18

本文选题：职业适应期　切入点：心理契约　出处：《北京林业大学》2014年硕士论文

【摘要】：组织中的心理契约是影响组织成员行为的关键因素,心理契约作为一种内隐的契约,其高低在一定程度上决定着员工的工作状态,甚至引发离职倾向。本研究在借鉴国内外现有研究成果的基础之上,严格按照量表的测量标准,编制了本次调查研究所需的量表,且经过检验后各分量表的信度与效度良好。在此基础上,采用问卷调查的方法对270名高新技术行业职业适应期员工施测,用描述性统计分析、验证性因子分析、独立样本T检验、单因素方差分析、相关分析、回归分析等方法对数据进行实证研究,得出如下结论： 1.对职业适应期员工而言,员工的个体特征在心理契约、工作倦怠和离职倾向之间具有一定的差异性,其中男性员工对发展因素较为敏感,已婚者更容易感到工作倦怠,学历低的员工更倾向于留任企业中。 2.心理契约、工作倦怠以及离职倾向这三个变量之间有显著关系,首先心理契约对工作倦怠有负向影响,回归系数达到-0.572；心理契约与离职倾向之间显著负相关,回归系数为-0.39；工作倦怠与离职倾向之间显著正相关,回归系数0.405。 3.工作倦怠作为中介变量,间接影响着心理契约对离职倾向的作用力,验证结果显示工作倦怠具有部分中介效应,心理契约影响雇员离职倾向的作用会通过工作倦怠来传导。最后,本研究依据实证分析结论,结合组织的实际情况,对如何提升职业适应期员工的心理契约,降低工作倦怠提出了发展建议,并指出研究不足。
[Abstract]:Psychological contract is the key factor influencing the behavior of organization members. As an implicit contract, psychological contract determines the working status of employees to a certain extent. On the basis of drawing lessons from existing research results at home and abroad, and strictly according to the measurement standard of the scale, this study has compiled the scale needed for the investigation and research. The reliability and validity of each subscale were good after the test. On the basis of this, 270 employees in the occupational adaptation period of high-tech industry were tested by questionnaire, descriptive statistical analysis and confirmatory factor analysis were used. Independent sample T test, single factor analysis of variance, correlation analysis, regression analysis and other methods of empirical research on the data, draw the following conclusions:. 1. For the employees in the occupational adaptation period, the individual characteristics of the employees are different between psychological contract, job burnout and turnover intention. Among them, the male employees are more sensitive to the development factors, and the married people are more likely to feel job burnout. Employees with low academic qualifications are more likely to stay in the enterprise. 2. Psychological contract, job burnout and turnover intention have significant relationship. Firstly, psychological contract has a negative effect on job burnout, the regression coefficient is -0.572.There is a significant negative correlation between psychological contract and turnover intention. The regression coefficient was -0.39, and there was a significant positive correlation between job burnout and turnover intention, and the regression coefficient was 0.405. 3. As an intermediary variable, job burnout indirectly affects the force of psychological contract on turnover intention. The results show that job burnout has partial intermediary effect, and the effect of psychological contract on employee turnover intention will be transmitted through job burnout. Finally, according to the empirical analysis conclusions, combined with the actual situation of the organization, this study puts forward some development suggestions on how to improve the psychological contract of the employees in the occupational adaptation period and reduce job burnout, and points out that the research is insufficient.
【学位授予单位】：北京林业大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：B844.3

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