多年来学者们提出了众多的理论和模型,以更好地阐释和预测员工的离职倾向和
行为。在这些研究中,工作承诺被认为是影响员工离职的决定因素之一,特别是
员工对自身组织和职业的承诺能很好预测他们的离职倾向,但是其他形式的承诺
没有得到更多的关注。鉴于人们与其工作生活的地区所建立的情感纽带,考察他
们对所在地区的承诺对于理解离职行为有重要的意义。有鉴于此,我们在本研宄
中引入区域承诺的概念,以拓展离职研究的视域。这对于探宄承诺理论与离职倾
向的关系具有重要的现实和理论意义
为此,本文以区域承诺为切入点,分析工作承诺(职业承诺和组织承诺)与
区域承诺对员工离职倾向影响的相对大小,并检验了根植意愿在职业承诺、组织
承诺、区域承诺和离职倾向关系中的中介作用。本研究通过调查问卷共收集到
321份有效问卷,通过对这些有效问卷的分析发现:区域承诺对离职倾向具有负
向影响,根植意愿在职业承诺和区域承诺与离职倾向间起到部分中介作用。在与
离职倾向的关系中,组织承诺对离职倾向的影响最大,其次为职业承诺,最小为
区域承诺。在与根植意愿的关系中,区域承诺对根植意愿的影响最大,其次为职
业承诺,最小为组织承诺。为此,第一,企业应该東视培养员工对于公司的情感,
增强员工的组织承诺。第二,企业应该满足员工的职业发展要求,提高员工对自
己职业的态度和情感。第三,企业还应该努力培养员工对所处地K的情感,从而
降低员工的离职倾向。第四,企业在招聘的过程中也可以选择具有较高区域承诺
的员工
关键词:职业承诺组织承诺区域承诺根植意愿离职倾向中介作用
I
ABSTRACT
ABSTRACT
In the age of economy of knowledge in 21st century, human as the the most
important carrier of knowledge is becoming more and more important to the survival
and development of companies. At the same time, the globalization of information
promotes the sharing and dissemination of knowledge, which makes the mobilization
of human resources more convenient and faster. Meanwhile economic integration not
only strengthens the links among companies, but also makes the competition more
intense especially for the competition for talents. Consequently, retaining and utilizing
human resources play an increasingly important role as a competitive advantage for
organizations’ survival and success. The attraction and retention of skilled employees
are critical issues for organizations and practitioners. Various antecedents have been
advanced to explain and predict employees&39; voluntary turnover. Among these factors
work commitment has emerged as an important determinant of turnover, especially
employees commitment to their organizations and occupations have proven to be two
vital antecedents of intent to leave. While work commitment itself is a multi-faceted
concept, other forms of commitment remain less explored. As increased globalization
accentuate the need to investigate multiple commitment forms. Given that emotional
bonds that people create with their places of residence, investigations of commitment
in their living place are vital for understanding the psychology of employees’ turnover
behavior. In view of this, we introduce the concepts of regional commitment which
refers to the identity and attachment of individual to the region, and positive attitude
to pay efforts for regional development and intent to relocate which refers to
individuals9 willingness to stay and live in an area in the study of intent to leave.
Through an empirical study, this study tries to find out the influence of regional
commitment on intent to leave, and to examine the mediating effect of intent to
relocate on the relationship between regional commitment and intent to leave. It has
important practical and theoretical significance for the research of commitment and
intent to leave.
In the present study, we examine the relative importance of organizational
commitment, occupational commitment and regional commitment on intent to leave
and intent to relocate. In addition, we examine the mediating role of intent to relocate
on the relationships between occupational commitment, organizational commitment,
II
ABSTRACT
regional commitment and intent to leave. We test our hypotheses using data from 312
employees in Mainland China. The results show that occupational commitment,
organizational commitment, and regional commitment have direct, significant,
negative associations with intent to leave; occupational commitment, organizational
commitment, and regional commitment have direct, significant, negative associations
with intent to relocate, and intent to relocate mediates the relationship between
occupational commitment; regional commitment and intent to leave. Based on the
results, organizations should pay attention to enhance employees’ organizational
commitment. At the same time, organizations should meet the requirements of
employees! career development, improve their attitude and affection to their career.
Organizations should also strive to raise employees’ regional commitment to reduce
employees’ intent to leave. Last, organizations can select and recruit employees who
have a high level of regional commitment in the recruitment process.
Key Words: occupational commitment; organizational commitment; regional
commitment; intent to relocate; intent to leave; mediator
in
目录
m ^ I
ABSTRACT II
# M IV
第1章绪论 1
1.1研究背景 1
1.2研宄目的与意义1.2.1 研宄目的1.2.2研宄意义1.3 研宄内容与方法1.3.1研究内容1.3.2 研宄方法1.3.3技术路线1.4研究创新点第2章文献综述2.1工作承诺与区域承诺2.1.1承诺的概念与发展2.1.2 工作承诺2.1.3 区域承诺2.2根植意愿文献综述2.3离职倾向文献综述2.3.1离职倾向的概念界定2.3.2离职倾向的研宄进展第3章模型构建和研宄假设3.1研究假设模型3.2研究假设提出3.2.1工作承诺与根植意愿、离职倾向3.2.2区域承诺与根植意愿、离职倾向3.2.3根植意愿的中介作用第4章实证研宄设计
21
4.1问卷设计与回收
21
4.1.1问卷设计
21
IV
4.1.2 问卷回收
21
4.2 变量测量 22
4.2.1离职倾向的测量
22
4.2.2职业承诺的测量
22
4.2.3组织承诺的测量
22
4.2.4区域承诺的测量
22
4.2.5根植意愿的测量、
23
4.2.6控制变量
23
4.3 信度和效度检验
23
4.3.1信度检验
23
4.3.2效度检验
24
4.4 同源方差检验
27
4.4.1 Harman单因素检验
27
4.4.2不可测量潜在方法因子效应控制
28
第5章数据分析和研究结果
29
5.1相关分析 29
5.2方差分析 29
5.2.1性别方差分析
30
5.2.2年龄方差分析
30
5.2.3工作年限方差分析
32
5.2.4职位方差分析
33
5.2.5学历方差分析
34
5.3 回归分析与优势分析
35
5.3.1工作承诺对根植意愿、离职倾向的回归分析
35
5.3.2根植意愿的中介作用回归分析
37
5.3.3优势分析
38
第6章结论与讨论
41
6.1 研宄结论 41
6.1.1工作承诺与离职倾向之间的关系
41
6.1.2区域承诺与离职倾向的关系
42
6.1.3根植意愿的中介作用
42
6.2研宄的管理启示
43
6.3研宄的局限性和展望
44
考攻献 45
v
_ 53
麵 57
攻读学位期间发表学术论文与取得的其他研究成果
59
VI
第1章绪论
第1章绪论
1.1研究背景
从现实背景看,伴随着组织的扁平化和无边界职业的出现,工作流动和职业
转换成为一种较为普遍的现象(翁清雄和席酉民,2010)。与此同时全球化竞争
的加剧,使得人力资源己经成为地K和组织赢得竞争优势的关键要素(Kiessling
和Harvey,2005)。员工的离职会给企业带来很多消极的影响,例如客户流失、
运作成本增加,甚至企业商业机密的泄露等。企业不仅需要重新招聘新员工来弥
补空缺的岗位,还需要对新员工开展培训等,这呰都会无形中给企业带来负担
因此,如何更好地吸引和保留人才一直以来都是学术界和企业管理者关注的重要
问题(Tanova 和 Holtom,2008; Weng 和 McElroy,2010,2012)
从理论背景看,多年来学者们提出了众多的理论和模型,以更好地阐释和预
测员工的离职倾向和行为(如,Joo,2010; Vandenberghe,Panaccio,Bentein,
Mignonac和Roussel,2011)。在这些研究中,工作承诺被认为是影
==>>