组织职业生涯管理对大学毕业三年内员工离职意愿影响研究
摘要
近几年以来,大学毕业一到三年间的员工主动离职频繁,常常导致组织中的人力资源管理工作很难开展,而缺乏职业发展成为影响该类员工主动离职的重要原因。本文试图探究组织对毕业三年内员工实施职业生涯管理对其离职意愿产生的影响,以及组织职业生涯管理中的哪些措施对其离职意愿有显著影响。本文采用理论回顾和实证研究的方法,以工作满意度和组织承诺为中介变量,通过发放问卷和数据统计分析,探讨了组织职业生涯管理对大学毕业三年内员工离职意愿的影响。经本文研究发现:(1)组织职业生涯管理的四个维度中,晋升公平、提供职业信息、注重培训、职业自我认知和大学毕业三年内员工离职意愿均为负相关;(2)组织承诺相对于工作满意度,更加能够预测大学毕业三年内员工的离职意愿;(3)工作满意度影响组织承诺,与组织承诺负相关。经本研究证实,如果组织加强对大学毕业三年内员工职业生涯的管理,那么将会影响到员工的工作满意度和组织承诺水平,进而会降低其离职意愿。
With economic globalization and the information ear arriving, intelligent person have already been crucial for enterprise to get competitive superiority. But academic field and business field have pay attention to employee voluntary turnover which is more and more serious gradually. In recent years, the phenomenon of employee voluntary turnover in our country is also more and more serious gradually, especially, employees who have graduated recently change their jobs frequently, many of them quit initiatively or passively in probationary period. According to the statistics result of 96 enterprises in Beijing, The Capital Vocational Counsel Centre discovered that the rate of university graduates quit their job in initially three years was 70%.
To positive viewpoint, employee turnover reinforces exchange of human talents, promote survival of the fittest, but the employee who graduated in recent three years are short of work experience, enterprises has thrown into a lot of cost when recruiting and cultivating, it brings cost loss to enterprise if employee quit initiatively in very short time. Furthermore, employee turnover is difficult to anticipate, organization is very difficult to carry out their human resource management. How to reduce the voluntary turnover rate of employee who graduate in recent three years, enterprises must confront to the human resources management problem.
Employees who graduated in recent 3 years are in the career test stage, which is a oscillating adjustment and adaption process. There are many reasons for employees graduated in recent 3 years quit voluntary. Based on a investigation, Short of career developing space has become chiefly reason for the turnover of employees graduated in recent 3 years, it is obvious that they attach importance to their career development. Does the organization career management affect employee' turnover intention? A lot of research has already indicated organization career management effect employee’behavior (Pazy, 1988 etc), Long Lirong who is a domestic scholar discovered that organization career management is correlative with employee' turnover intention, but he didn’t do farther research between organization career management and employee' turnover intention.
In order to helping enterprises make correct human resources policy, economize manpower cost and carry out human resource management much better,the study aimed at all above phenomenon and made a research on the effect of organization career management on employee' turnover intention.
Previous research on employee' turnover intention mostly made Job Satisfaction and Organization Commitment as the important intermediate variables, the study still adopted this method. But previous research didn’t make clearly of the interacting mechanism among Job Satisfaction, Organization Commitment and Turnover Intention, they used either Job Satisfaction or Organization Commitment as the intermediate variables, the study brought them into a research model.
The study researched Turnover Intention of employees graduated in recent 3 years specifically, made Organization Career Management as the independent variable to Turnover Intention, cleared up the relationship between Job satisfaction and Organization Commitment and brought them into a model. The three points are all the innovations in the study.
In order to reach the research purpose, the study summarized the previous turnover model firstly, then explained the concept of Organization Career Management, summarized relative theory, and brought four aspects of Organization Career Management, then discussed the effect of Organization Career Management on employee’behavior including Turnover Intention. The study also researched the effect of Job Satisfaction and Organization Commitment on Turnover Intention.
Based on the literature review above, This research brought forward main hypothesis as follow: (1)self recognition, training, communication of job information and justice affect Job Satisfaction,have positive correlation with Job Satisfaction; (2)self recognition, training, communication of job information and justice affect Organization Commitment,have positive correlation with Organization Commitment; (3) Job Satisfaction and Organization Commitment affect Turnover Intention directly, have positive correlation with Turnover Intention; (4) Job Satisfaction affect Organization Commitment, have positive correlation with Organization Commitment; (5)self recognition, training, communication of job information and justice affect Turnover Intention indirectly, via Job Satisfaction and Organization Commitment. In addition, the study tests the significant differences of Turnover Intention among employees who have different individual characteristics.
Based on the literature review above, the study designed the survey questionnaire, got together 280 valid questionnaires. By the Statistic method of independent samples T-test, single-factor analysis of variance, factor analysis, Correlation analysis and structural equation modeling analysis, we can find the following conclusions:
(1) For the employees graduated in recent three years, employees’turnover intention with different gender, graduated in different years, different service life have no statistically significant difference; With higher education, employees’turnover intention will lower; The turnover intention of employee who worded in the state-owned enterprises and foreign-funded enterprises, state-owned enterprises and private enterprises, foreign-funded enterprises and government institutions has are significant differences.
(2) For the employees graduated in recent three years, self recognition, training, communication of job information and justice have negative correlation with Turnover Intention, thereinto, self recognition has biggish effect on Turnover Intention, training, communication of job information and justice have secondary effect on Turnover Intention.
(3) For the employees graduated in recent three years, Organizational Career Management has effect on Organization Commitment;except the factor of communication of job information, the factor of self recognition, training and justice have biggish effect on Job Satisfaction. Thus it can be seen that Organizational Career Management has effect on the intermediate variables. If the organizations improve on Organizational Career Management, it will increase the employee’s Job Satisfaction and Organization Commitment.
(4) Though Job satisfaction and organizational commitment are considered the two most important intermediate variables, in this study, Job satisfaction doesn’t has many effects on Turnover Intention,So we can think Organizational Career Management affect Turnover Intention via Organization Commitment mainly.
Based on the above conclusions, we suggest that enterprises should strengthen Organizational Career Management to the employees graduated in recent three years. In order to reduce turnover intention, enterprises can improve the promotion system, establish a career development files with employee who graduated recently, provide promotion access, announce job vacancy information publicly with multi-channel, provide an environment for fair competition, enhance training, etc.
With economic globalization and the information ear arriving, intelligent person have already been crucial for enterprise to get competitive superiority. But academic field and business field have pay attention to employee voluntary turnover which is more and more serious gradually. In recent years, the phenomenon of employee voluntary turnover in our country is also more and more serious gradually, especially, employees who have graduated recently change their jobs frequently, many of them quit initiatively or passively in probationary period. According to the statistics result of 96 enterprises in Beijing, The Capital Vocational Counsel Centre discovered that the rate of university graduates quit their job in initially three years was 70%.
To positive viewpoint, employee turnover reinforces exchange of human talents, promote survival of the fittest, but the employee who graduated in recent three years are short of work experience, enterprises has thrown into a lot of cost when recruiting and cultivating, it brings cost loss to enterprise if employee quit initiatively in very short time. Furthermore, employee turnover is difficult to anticipate, organization is very difficult to carry out their human resource management. How to reduce the voluntary turnover rate of employee who graduate in recent three years, enterprises must confront to the human resources management problem.
Employees who graduated in recent 3 years are in the career test stage, which is a oscillating adjustment and adaption process. There are many reasons for employees graduated in recent 3 years quit voluntary. Based on a investigation, Short of career developing space has become chiefly reason for the turnover of employees graduated in recent 3 years, it is obvious that they attach importance to their career development. Does the organization career management affect employee' turnover intention? A lot of research has already indicated organization career management effect employee’behavior (Pazy, 1988 etc), Long Lirong who is a domestic scholar discovered that organization career management is correlative with employee' turnover intention, but he didn’t do farther research between organization career management and employee' turnover intention.
In order to helping enterprises make correct human resources policy, economize manpower cost and carry out human resource management much better,the study aimed at all above phenomenon and made a research on the effect of organization career management on employee' turnover intention.
Previous research on employee' turnover intention mostly made Job Satisfaction and Organization Commitment as the important intermediate variables, the study still adopted this method. But previous research didn’t make clearly of the interacting mechanism among Job Satisfaction, Organization Commitment and Turnover Intention, they used either Job Satisfaction or Organization Commitment as the intermediate variables, the study brought them into a research model.
The study researched Turnover Intention of employees graduated in recent 3 years specifically, made Organization Career Management as the independent variable to Turnover Intention, cleared up the relationship between Job satisfaction and Organization Commitment and brought them into a model. The three points are all the innovations in the study.
In order to reach the research purpose, the study summarized the previous turnover model firstly, then explained the concept of Organization Career Management, summarized relative theory, and brought four aspects of Organization Career Management, then discussed the effect of Organization Career Management on employee’behavior including Turnover Intention. The study also researched the effect of Job Satisfaction and Organization Commitment on Turnover Intention.
Based on the literature review above, This research brought forward main hypothesis as follow: (1)self recognition, training, communication of job information and justice affect Job Satisfaction,have positive correlation with Job Satisfaction; (2)self recognition, training, communication of job information and justice affect Organization Commitment,have positive correlation with Organization Commitment; (3) Job Satisfaction and Organization Commitment affect Turnover Intention directly, have positive correlation with Turnover Intention; (4) Job Satisfaction affect Organization Commitment, have positive correlation with Organization Commitment; (5)self recognition, training, communication of job information and justice affect Turnover Intention indirectly, via Job Satisfaction and Organization Commitment. In addition, the study tests the significant differences of Turnover Intention among employees who have different individual characteristics.
Based on the literature review above, the study designed the survey questionnaire, got together 280 valid questionnaires. By the Statistic method of independent samples T-test, single-factor analysis of variance, factor analysis, Correlation analysis and structural equation modeling analysis, we can find the following conclusions:
(1) For the employees graduated in recent three years, employees’turnover intention with different gender, graduated in different years, different service life have no statistically significant difference; With higher education, employees’turnover intention will lower; The turnover intention of employee who worded in the state-owned enterprises and foreign-funded enterprises, state-owned enterprises and private enterprises, foreign-funded enterprises and government institutions has are significant differences.
(2) For the employees graduated in recent three years, self recognition, training, communication of job information and justice have negative correlation with Turnover Intention, thereinto, self recognition has biggish effect on Turnover Intention, training, communication of job information and justice have secondary effect on Turnover Intention.
(3) For the employees graduated in recent three years, Organizational Career Management has effect on Organization Commitment;except the factor of communication of job information, the factor of self recognition, training and justice have biggish effect on Job Satisfaction. Thus it can be seen that Organizational Career Management has effect on the intermediate variables. If the organizations improve on Organizational Career Management, it will increase the employee’s Job Satisfaction and Organization Commitment.
(4) Though Job satisfaction and organizational commitment are considered the two most important intermediate variables, in this study, Job satisfaction doesn’t has many effects on Turnover Intention,So we can think Organizational Career Management affect Turnover Intention via Organization Commitment mainly.
Based on the above conclusions, we suggest that enterprises should strengthen Organizational Career Management to the employees graduated in recent three years. In order to reduce turnover intention, enterprises can improve the promotion system, establish a career development files with employee who graduated recently, provide promotion access, announce job vacancy information publicly with multi-channel, provide an environment for fair competition, enhance training, etc.
引文
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