| 1,529 | 39 | 69 |
| 下载次数 | 被引频次 | 阅读次数 |
新生代员工群体逐渐成为推动社会发展的重要力量,这一群体表现出的频繁跳槽现象已引起了社会各界的普遍关注。对新生代员工不同维度的心理契约破裂、组织认同和离职倾向之间的关系研究发现,规范型和发展型心理契约破裂显著正向影响其离职倾向;规范型、人际型和发展型心理契约破裂均显著负向影响其组织认同;组织认同在规范型心理契约破裂和离职倾向的关系中起到完全中介作用,在发展型心理契约破裂和离职倾向的关系中起到部分中介作用。
Abstract：The group of new generation employees have gradually become an important force in promoting social development, and the phenomenon of frequent job hopping in this group has caused widespread concern in all sectors of society. This paper bases on the psychological contract theory, through the investigation of the new generation employees, and using correlation analysis and hierarchical regression method to explore the relationship between the new generation employees' different dimensions of psychological contract breach, organizational identification and turnover intention. The study found that the standard and development dimensions of psychological contract breach have a positive effect on turnover intention. And the standard, development and interpersonal dimensions of psychological contract breach have significantly negative influence on organizational identification. Moreover, organizational identification plays a full intermediary role between the standard dimension of psychological contract breach and turnover intention, and plays a part intermediary role between the development dimension of psychological contract breach and turnover intention.
[1]Argyris C.Understanding Organizational Behavior[M].London:Tavistock Public ations,1960.
[2]Rousseau D.Psychological and Implied Contracts in Organizations[J].Employee Rights and Responsibilities Journal,1989(2):121-139.
[3]Guest D.Is the Psychological Contract Worth Taking Seriously[J].Journal of Organizational Behavior,1998(19):649-664.
[4]Mac Neil I R.Relational contract:what we do and do not know[J].Wisconsin law review,1985(10):483-525.
[5]Rousseau M.New hire perceptions of their own and their employer's obligations:A study of psychological contract[J].Journal of Organizational Behavior,1990(5):389-400.
[6]李原、孙健敏.雇用关系中的心理契约:从组织与员工双重视角下考察契约中“组织责任”的认知差异[J].管理世界,2006(11):101-110、151.
[7]Williams,Margaret L,et al.Benefit system and benefit level satisfaction:an expanded model of antecedents and consequences[J].Journal of Management,2002(2):195-215.
[8]Marten Vansteenkiste,et al.On The Relations among Work Values Orientations,Psychological Need Satisfaction and Job Outcomes:A Self-determination Theory Approach[J].Journal of Occupational and Organizational Psychology,2010(2):251-277.
[9]彭川宇.新就业大学生的心理契约与离职倾向关系研究[J].中国青年研究,2008(7):45-49.
[10]Ebru Aykan.Effects of Perceived Psychological Contract Breach on Turnover Intention:Intermediary Role of Loneliness Perception of Employees[J].Procedia-Social and Behavioral Sciences,2014(150):413-419.
[11]翁清雄、席酉民.职业成长与离职倾向:职业承诺与感知机会的调节作用[J].南开管理评论,2010(4):119-131.
[12]万文海、安静.基于心理契约视角的企业创新型人才流失问题研究[J].甘肃社会科学,2014(7):237-240.
[13]李廷翰、柯平、陆晓红、俞传正.高校图书馆员工心理契约三维度模型实证研究[J].中国图书馆学报,2011(7):68-75.
[14]袁庆宏、丁刚、李珲.知识型员工职业成长与离职意愿—组织认同和专业认同的调节作用[J].科学学与科学技术管理,2014(1):155-164.
[15]Ashforth,E.,F.Mael.Social identity theory and the organization[J].Academy of Management Review,1989(14):20-39.
[16]Olga Epitropaki.A multi-level investigation of psychological contract breach and organizational identification through the lens of perceived organizational membership:Testing a moderated-mediated model[J].Journal of Organizational Behavior,2013(1):65-86.
[17]Thomas J.Zagenczyk,et al.The Moderating Effect of Machiavellianism on the Psychological Contract Breach-Organizational Identification/Disidentification Relationships[J].Journal of Business and Psychology,2013(3):287-299.
[18]Evelyn Tnay,et al.The influences of job satisfaction and organizational commitment on turnover intention[J].Procedia-Social and Behavioral Sciences,2013(97):201-208.
[19]熊明良、孙健敏、顾良智.工作满意感、组织认同与离职倾向关系实证研究[J].商业经济与管理,2008(6):34-40、64.
[20]尹奎、刘永仁.职场排斥与员工离职倾向:组织认同与职业生涯韧性的作用[J].软科学,2013(4):121-124+127.
[21]Riketta,M.Organizational identification:A meta-analysis[J].Journal of Vocational Behavior,2005(2):358-384.
基本信息:
中图分类号:F272.92
引用信息:
[1]钱士茹,徐自强,赵斌斌.新生代员工心理契约和离职倾向的关系研究[J].当代青年研究,2015,No.335(02):81-87.
基金信息:
教育部人文社会科学研究项目“新生代员工心理契约与备职倾向关系研究”的阶段性成果,项目编号:11YJA630086
2015-03-20
2015-03-20