职业生涯早期阶段员工离职倾向与管理对策研究
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摘要
改革开放以来,在经济体制向市场化转型的过程中,我国劳动力的就业稳定性发生了变化,职业生涯早期阶段员工正处于社会性日益完善的过程中,就业不稳定可能令社会不满情绪、责任意识淡漠、敬业精神消退等不良倾向扩大化和泛化。因此,职业生涯早期阶段员工的离职问题及管理对策研究日益重要。
目前,尽管职业生涯管理以及离职倾向研究均已形成一定的研究规模,但是基于职业生涯周期管理视角,关注职业生涯早期阶段员工这一特定群体的研究比较鲜见,而结合职业生涯管理角度的研究结论,针对员工的离职倾向提出相应的管理对策也还缺乏系统性。因此,本研究以职业生涯早期阶段员工为研究对象,从离职倾向的因果路径和影响因素入手,重点研究工作满意度、组织承诺和离职倾向的路径关系,以及职业生涯管理因素对路径关系的影响,并提出了降低离职倾向、提高就业稳定性的管理对策系统。
本研究首先通过文献综述,对现有的理论研究方向、热点进行了总结,并对现有的管理对策进行了梳理。通过文献综述,本研究找出了理论切入点以及实证分析线索。研究按照“工作满意度的维度、‘工作满意度-组织承诺-离职倾向’的路径关系、职业生涯管理因素对路径关系的影响”这一逻辑次序构建理论模型和研究假设,展开理论研究和实证分析。基于参考文献综述结果和理论、实证分析结论,研究继而从四个层面提出了离职倾向相关的管理对策系统,丰富了应用研究成果。
经过上述分析,本研究得出如下结论:(1)职业生涯早期阶段员工的工作满意度由工作本身、个人成就、直接主管、组织管理四个维度构成。(2)提高职业生涯早期阶段员工的工作满意度和组织承诺程度是降低其离职倾向的重要方式,但不同维度的工作满意度对离职倾向的作用不同。(3)在校期间和在工作单位接受的职业生涯教育均有助于降低职业生涯早期阶段员工的离职倾向,历史离职行为的频繁程度对职业生涯早期阶段员工的工作满意度具有负向影响,并将间接影响其离职倾向。在前人研究基础和本研究结论的基础上,本研究还提出了离职倾向相关的管理对策系统,分别是(1)学校层面的管理对策,(2)用人单位层面的管理对策,(3)个人层面的管理对策,(4)家庭、社会层面的管理对策。
The stability of workforce was relatively strong in conditions of a planned economy. Since the reform and opening-up, the stability of workforce in our country has changed in the transition to socialist market economy. On the other hand, employees in the early stage of career are on the way of forming their sociability, their job instability may worsen the dissatisfaction toward the society, the carelessness of social responsibility or the loss of professional dedication. So the study on the turnover intention and retention solutions among employees in the Early Stage of Career becomes more and more important.
According to current researches, studies on the group of employees in the early stage of career from the perspective of career development management are rare though researches on career development management and turnover intention are more and more popular. Also, the turnover intention and retention solutions are far from systematic.
Therefore, in this research, the employees in the early stage of career were regarded as the target group. The causal route of turnover intention and influencing factors were considered as the breakthrough. Relations among job satisfaction, organization commitment and turnover intention were discussed, as well as the influence of career management factors on the causal route. And a management system of turnover intention and retention solutions integrated with current solutions was proposed.
At the beginning of this thesis, relative researches and policies were reviewed. Whereafter, the breakthrough point of research and the hint of data analysis were found. Theoretical analysis on job satisfaction dimension,“job satisfaction-organization commitment-turnover intention”causal route and influences of career management factors on the route were performed successively. Based on the results above, the management system was proposed from four aspects.
Conclusions are as follows: (1) there are four dimensions in job satisfaction of employees in the early stage of career: work itself, self-achievement, direct supervisor and organization management. (2) job satisfaction and organization commitment have impact on turnover intention but different dimensions of job satisfaction have different influences.(3) both career development education in campus and work place can impact turnover intention, so does historical turnover behaviors. Turnover intention and retention solutions were also figured out from four aspects: (1) school-oriented policies, (2) employer-oriented policies,(3) employee-oriented policies and (4) family/society-oriented policies.
目前,尽管职业生涯管理以及离职倾向研究均已形成一定的研究规模,但是基于职业生涯周期管理视角,关注职业生涯早期阶段员工这一特定群体的研究比较鲜见,而结合职业生涯管理角度的研究结论,针对员工的离职倾向提出相应的管理对策也还缺乏系统性。因此,本研究以职业生涯早期阶段员工为研究对象,从离职倾向的因果路径和影响因素入手,重点研究工作满意度、组织承诺和离职倾向的路径关系,以及职业生涯管理因素对路径关系的影响,并提出了降低离职倾向、提高就业稳定性的管理对策系统。
本研究首先通过文献综述,对现有的理论研究方向、热点进行了总结,并对现有的管理对策进行了梳理。通过文献综述,本研究找出了理论切入点以及实证分析线索。研究按照“工作满意度的维度、‘工作满意度-组织承诺-离职倾向’的路径关系、职业生涯管理因素对路径关系的影响”这一逻辑次序构建理论模型和研究假设,展开理论研究和实证分析。基于参考文献综述结果和理论、实证分析结论,研究继而从四个层面提出了离职倾向相关的管理对策系统,丰富了应用研究成果。
经过上述分析,本研究得出如下结论:(1)职业生涯早期阶段员工的工作满意度由工作本身、个人成就、直接主管、组织管理四个维度构成。(2)提高职业生涯早期阶段员工的工作满意度和组织承诺程度是降低其离职倾向的重要方式,但不同维度的工作满意度对离职倾向的作用不同。(3)在校期间和在工作单位接受的职业生涯教育均有助于降低职业生涯早期阶段员工的离职倾向,历史离职行为的频繁程度对职业生涯早期阶段员工的工作满意度具有负向影响,并将间接影响其离职倾向。在前人研究基础和本研究结论的基础上,本研究还提出了离职倾向相关的管理对策系统,分别是(1)学校层面的管理对策,(2)用人单位层面的管理对策,(3)个人层面的管理对策,(4)家庭、社会层面的管理对策。
The stability of workforce was relatively strong in conditions of a planned economy. Since the reform and opening-up, the stability of workforce in our country has changed in the transition to socialist market economy. On the other hand, employees in the early stage of career are on the way of forming their sociability, their job instability may worsen the dissatisfaction toward the society, the carelessness of social responsibility or the loss of professional dedication. So the study on the turnover intention and retention solutions among employees in the Early Stage of Career becomes more and more important.
According to current researches, studies on the group of employees in the early stage of career from the perspective of career development management are rare though researches on career development management and turnover intention are more and more popular. Also, the turnover intention and retention solutions are far from systematic.
Therefore, in this research, the employees in the early stage of career were regarded as the target group. The causal route of turnover intention and influencing factors were considered as the breakthrough. Relations among job satisfaction, organization commitment and turnover intention were discussed, as well as the influence of career management factors on the causal route. And a management system of turnover intention and retention solutions integrated with current solutions was proposed.
At the beginning of this thesis, relative researches and policies were reviewed. Whereafter, the breakthrough point of research and the hint of data analysis were found. Theoretical analysis on job satisfaction dimension,“job satisfaction-organization commitment-turnover intention”causal route and influences of career management factors on the route were performed successively. Based on the results above, the management system was proposed from four aspects.
Conclusions are as follows: (1) there are four dimensions in job satisfaction of employees in the early stage of career: work itself, self-achievement, direct supervisor and organization management. (2) job satisfaction and organization commitment have impact on turnover intention but different dimensions of job satisfaction have different influences.(3) both career development education in campus and work place can impact turnover intention, so does historical turnover behaviors. Turnover intention and retention solutions were also figured out from four aspects: (1) school-oriented policies, (2) employer-oriented policies,(3) employee-oriented policies and (4) family/society-oriented policies.
引文
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