工作满意度在工作价值观和离职倾向间的中介作用实证研究
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摘要
自改革开放以来,我国民营经济逐渐壮大,成为社会发展的重要支撑力量。民营企业如何健康成长一直是学术界和企业界十分关注的话题。随着民营企业外部经营条件的逐步好转、制度环境的逐步宽松,人们对民营企业关注的焦点也随之从外部逐步转移到企业内部人力资源合理的选拔、留用和合理使用上。与此同时,企业员工工作价值观也在相应发生变化,员工关注的重心从过去生存意义转变为工作能够带来的心理和社会效应上。传统的职业伦理观念,如无私奉献、忠诚、负责等工作价值观正在逐渐消弱,而一些个性化的、以自我感受和喜好为中心的思想观念逐步占据主导地位,这容易导致员工对企业稍有不满便会出现闹情绪、怠工、产生离职倾向和离职等不利于企业稳定发展的情况。企业是关注成本收益的经济组织,在吸引和留住人才方面要考虑付出相应成本后的回报,如在招聘宣传、选拔、培训、考核、提升、重点培养等方面支付较大的费用后,企业员工却不满意,仍然产生离职的想法,造成企业生产效率的下降,也影响到企业内部其他员工的士气,甚至破坏企业形象。探究员工产生离职倾向的原因,发现是一组因素在综合地发挥作用,除了企业的工作条件和提供的软环境对员工产生影响外,员工主观认知和个人偏好因素,如工作爱好、工作价值观、工作成就感、工作满意度等也会对员工出现离职倾向产生重要影响,而且影响过程和作用机制也比较复杂,值得展开深入细致的研究。当人们的工作价值观能对工作本身或者工作环境产生较大的满足后,人们便会更积极、更快乐地去工作,反之则会心生不满,产生去意。企业员工工作价值观对工作满意度、离职倾向产生怎样的影响?如何对不同工作价值取向的员工采取相对应的管理方式?如何避免员工随意离职,进而提升员工工作绩效?这些都是组织行为研究者和企业管理者尤其是民营企业管理者经常思考的问题。
本研究首先在对工作价值观、工作满意度和离职倾向等相关研究进行梳理和评述的基础上,建立工作价值观、工作满意度和离职倾向关系的理论模型。并以辽宁民营企业做为研究的对象,针对企业中核心员工的工作价值观、工作满意度和离职倾向等变量的具体内容进行调查,运用SPSS、Lisrel等分析软件对样本数据进行探索性因子分析、信度检验、验证性因子分析和结构方程建模等一系列综合的探索研究,以此来验证本文提出的理论模型的有效性,找到针对辽宁民营企业核心员工的工作价值观与工作满意度、离职倾向之间关系的研究结论。
本文共分为6章,具体内容如下：
第一章,绪论。阐明了选题背景,研究的理论与现实意义。同时指出本文研究的思路、方法和创新点。
第二章,文献综述。本文通过资料搜集和比较分析梳理了与研究内容相关的文献,明确界定了相关概念的涵义,阐述了工作价值观、工作满意度和离职倾向研究的理论渊源和丰富内涵,同时结合本文研究归纳研究结论,为本文的分析奠定了基础。
第三章,作用机理。本章详细剖析民营企业工作价值观对离职倾向的作用机理。结合激励理论、期望理论、公平理论等来分析三者之间的关系,重点分析工作满意度如何在工作价值观影响离职倾向的过程中发挥中介作用。
第四章,研究设计。包括构建理论模型、变量设置、研究假设、量表设计、样本选取、数据收集过程和数据分析方法以及对量表测度的检验。通过文献的查阅和深度访谈,把民营企业员工工作价值观和工作满意度划分为相应的维度,并以此为基础构建本文概念模型。
第五章,实证分析。包括样本特征分析、描述性统计分析、效度分析、信度分析和模型检验等内容。考虑到辽宁不同地区民营企业受地域环境影响,同时也受企业发展阶段的影响,会在企业经营特征上明显不同,为使研究更具有普遍指导意义,本文选取辽宁地区有代表性的民营企业进行了随机抽样,组织了问卷调查采集数据,运用数理统计分析和结构方程对理论模型进行了验证。
第六章,结论与启示。根据本文实证研究的结果,总结研究结论,提出指导民营企业管理核心员工的操作性建议,同时找出研究中的不足,阐明后续研究方向。
本文通过实证分析和系统论证,得出结论如下：
(1)实证检验了工作价值观、工作满意度与离职倾向测量维度和指标。在对前人研究的基础上,并运用辽宁民营企业数据进行检验,将工作价值观分为组织安全取向、安定休闲取向、社会价值取向和自我实现取向4个维度,将工作满意度划分为内在工作满意度和外在工作满意度2个维度,并检验了相应的量表题项。
(2)在工作价值观与工作满意度的关系上,组织安全取向工作价值观与内在工作满意度和外在工作满意度不存在显著地影响关系；安定休闲取向工作价值观对内在工作满意度存在显著地影响关系,而与外在工作满意度之间不存在显著地影响关系；社会价值取向工作价值观与内在工作满意度和外在工作满意度均存在显著地影响关系；自我实现取向工作价值观与外在工作满意度之间存在显著地影响关系。
(3)在工作满意度与离职倾向的关系上,员工的工作满意度对离职倾向存在显著地负向影响关系。从内外工作满意度的分假设来说,如果员工对工作本身的满意度越低,那么其产生离职念头的倾向越大；员工对工作环境的满意度越低,那么其产生离职念头的倾向也越大。而且,员工对工作本身的满意程度比其对工作环境满意程度对产生离职念头的倾向影响更大。从这一结论来看,工作满意度仍然是民营企业员工产生离职倾向的重要因素之一。
(4)工作满意度在工作价值观与离职倾向的关系中起到中介作用。从实证分析结果我们可以看出,对工作本身的满意度在安定休闲取向和社会价值取向工作价值观与离职倾向之间存在部分中介作用,而对组织环境与领导和同事满意度在社会价值取向和自我实现取向工作价值观与离职倾向之间存在部分中介作用。
Since reform and opening up, Chinese private economy grows gradually, and becomes the important social development support strength. How to make the private enterprise grow healthily has been a welcome topic in the academic and business areas. With the external business operation conditions of private enterprises gradually improved, institutional environment gradually relaxed, the focus of attention also will be gradually transferred to the enterprise internal human resources, such as reasonable selection of new stuff and maintain in employment. The enterprise employees'work values has also changed, the center of gravity of the staff focusing on the meaning of existence changed to the social effects of their work. The traditional occupational ethics, such as selfless dedication, loyalty, responsibility and responsible for work values is gradually extinct, which lead directly to job-hopping because of their dissatisfied. In this case, the enterprise managers face a serious practical problem:after they afford expensive cost of recruitment, training costs, salary and benefits, the commercial secret spreading, but they cannot well retain their employees, it also affect the enterprise internal morale, and even destroy the enterprise image. There are many factors influencing employee turnover tendency, such as the employees work values, job satisfaction, and so on.The affecting process and the mechanism of action are also complex. When people's work values to the job or to the work environment can be met, people will be more content and happy to work. How the employees'work values affect the satisfaction of their work or the job-hopping? How to use different management styles to deal with the different staff. How to avoid employees leaving at random, and then improve employee job performance? These issues need the organizational behavior researchers and enterprises managers especially the private enterprise management to consider.
This paper sorts out and comment on work values, job satisfaction and turnover intention firstly, then establishes a theoretical model among work values, job satisfaction and turnover intention. And it uses private enterprises in Liaoning as samples, investigates and measures work values, job satisfaction and turnover intention variables, exploratory factor analysis of the sample data using SPSS16.0software and Lisrel8.51-software, reliability testing, confirmatory factor analysis and structural equation modeling, in order to verify the effectiveness of the established theoretical model. The paper wants to find the relationship among private enterprises in Liaoning employees work values, job satisfaction and turnover intention.
This study contains six chapters:
Chapter one:Introduction. Elaborate the background, the theoretical and practical significance of the research. And then point out this paper's idea methods and innovation.
Chapter two:the literature review. This paper combing the relevant research literature clearly define the meaning of the relevant concepts, elaborated work values, job satisfaction and turnover intention theoretical origins and rich connotation of research.Meanwhile this paper makes the analysis foundation combined with the summaried conclusions.
Chapter three:Mechanism theory. This chapter seriously analyze action mechanism of private enterprises work values to turnover intention. Combination of incentive theory, expectancy theory, equity theory to analyze how the job satisfaction plays an intermediary role in the process of work values affecting turnover intention.
Chapter four:Study design.It includes building a theoretical model, setting the variable, hypotheses, scale design, sample selection, inspection of the data collection process and data analysis methods and scale measure. According to literature access and depth interviews, private enterprise employees work values and job satisfaction are divided into the corresponding dimension, with these foundation, build a conceptual model.
Chapter five:Empirical analysis. It includes sample analysis, descriptive statistical analysis, validity analysis, reliability analysis and model verification. Considering the different regions of the economic development situation and cultural background, this article conducted random sampling from Liaoning Province private enterprises. This paper collected data by questionnaire survey, use of mathematical statistical analysis and structural equation theoretical model carried out the analysis, testing and verify the assumptions.
Chapter six:Conclusions and Implications. Through the empirical results,this paper summarizes the research findings, provides management recommendations for private enterprises, and also points out the limitations of this study, discusses the follow-up research directions.
This paper found such conclusions through systematically analysis and research:
(1)Empirical study tests the measurement dimensions and indicators of work values, job satisfaction and turnover intention. With the previous studies and new data of Liaoning private enterprises, we divided work values into the orientation of the organization's security, stability and leisure orientation, social value orientation and self-orientation of four dimensions, separate job satisfaction into two dimensions, intrinsic job satisfaction and extrinsic job satisfaction, and test the appropriate scale items.
(2)When we mention the relationship of work values and job satisfaction, Organization's security-oriented work values don't have significant influence on the intrinsic job satisfaction and the extrinsic job satisfaction. Stability and leisure-oriented work values affect the relationship between intrinsic job satisfactions significantly, but it can't significantly affect extrinsic job satisfaction. Social values of work values, intrinsic job satisfaction and extrinsic job satisfaction have significant relationship. Self-oriented work values and external job satisfaction have significant relationship.
(3)There is a significant negative effect on the relationship between employees'job satisfaction and turnover intention. From the two sub-assumptions, if staff have lower satisfaction with their work, which will produces the separation idea; staff satisfaction with the work environment is lower, then the greater the tendency of leaving idea. What's more, the employee's satisfaction of their work has more effect on the tendency of leaving than the satisfaction of the work environment. From this conclusion, the job satisfaction is the most important factor which can lead to job leaving.
(4)Job satisfaction plays a mediating role in the relationship between work values and turnover intention. From the empirical results, the satisfaction in the work plays a intermediary role of stability and leisure orientation in some extent, social values of work values and turnover intention, while the organizational environment and managers and colleagues'satisfaction play a intermediary role partly of self-realization-oriented work values and turnover in some extent.
本研究首先在对工作价值观、工作满意度和离职倾向等相关研究进行梳理和评述的基础上,建立工作价值观、工作满意度和离职倾向关系的理论模型。并以辽宁民营企业做为研究的对象,针对企业中核心员工的工作价值观、工作满意度和离职倾向等变量的具体内容进行调查,运用SPSS、Lisrel等分析软件对样本数据进行探索性因子分析、信度检验、验证性因子分析和结构方程建模等一系列综合的探索研究,以此来验证本文提出的理论模型的有效性,找到针对辽宁民营企业核心员工的工作价值观与工作满意度、离职倾向之间关系的研究结论。
本文共分为6章,具体内容如下：
第一章,绪论。阐明了选题背景,研究的理论与现实意义。同时指出本文研究的思路、方法和创新点。
第二章,文献综述。本文通过资料搜集和比较分析梳理了与研究内容相关的文献,明确界定了相关概念的涵义,阐述了工作价值观、工作满意度和离职倾向研究的理论渊源和丰富内涵,同时结合本文研究归纳研究结论,为本文的分析奠定了基础。
第三章,作用机理。本章详细剖析民营企业工作价值观对离职倾向的作用机理。结合激励理论、期望理论、公平理论等来分析三者之间的关系,重点分析工作满意度如何在工作价值观影响离职倾向的过程中发挥中介作用。
第四章,研究设计。包括构建理论模型、变量设置、研究假设、量表设计、样本选取、数据收集过程和数据分析方法以及对量表测度的检验。通过文献的查阅和深度访谈,把民营企业员工工作价值观和工作满意度划分为相应的维度,并以此为基础构建本文概念模型。
第五章,实证分析。包括样本特征分析、描述性统计分析、效度分析、信度分析和模型检验等内容。考虑到辽宁不同地区民营企业受地域环境影响,同时也受企业发展阶段的影响,会在企业经营特征上明显不同,为使研究更具有普遍指导意义,本文选取辽宁地区有代表性的民营企业进行了随机抽样,组织了问卷调查采集数据,运用数理统计分析和结构方程对理论模型进行了验证。
第六章,结论与启示。根据本文实证研究的结果,总结研究结论,提出指导民营企业管理核心员工的操作性建议,同时找出研究中的不足,阐明后续研究方向。
本文通过实证分析和系统论证,得出结论如下：
(1)实证检验了工作价值观、工作满意度与离职倾向测量维度和指标。在对前人研究的基础上,并运用辽宁民营企业数据进行检验,将工作价值观分为组织安全取向、安定休闲取向、社会价值取向和自我实现取向4个维度,将工作满意度划分为内在工作满意度和外在工作满意度2个维度,并检验了相应的量表题项。
(2)在工作价值观与工作满意度的关系上,组织安全取向工作价值观与内在工作满意度和外在工作满意度不存在显著地影响关系；安定休闲取向工作价值观对内在工作满意度存在显著地影响关系,而与外在工作满意度之间不存在显著地影响关系；社会价值取向工作价值观与内在工作满意度和外在工作满意度均存在显著地影响关系；自我实现取向工作价值观与外在工作满意度之间存在显著地影响关系。
(3)在工作满意度与离职倾向的关系上,员工的工作满意度对离职倾向存在显著地负向影响关系。从内外工作满意度的分假设来说,如果员工对工作本身的满意度越低,那么其产生离职念头的倾向越大；员工对工作环境的满意度越低,那么其产生离职念头的倾向也越大。而且,员工对工作本身的满意程度比其对工作环境满意程度对产生离职念头的倾向影响更大。从这一结论来看,工作满意度仍然是民营企业员工产生离职倾向的重要因素之一。
(4)工作满意度在工作价值观与离职倾向的关系中起到中介作用。从实证分析结果我们可以看出,对工作本身的满意度在安定休闲取向和社会价值取向工作价值观与离职倾向之间存在部分中介作用,而对组织环境与领导和同事满意度在社会价值取向和自我实现取向工作价值观与离职倾向之间存在部分中介作用。
Since reform and opening up, Chinese private economy grows gradually, and becomes the important social development support strength. How to make the private enterprise grow healthily has been a welcome topic in the academic and business areas. With the external business operation conditions of private enterprises gradually improved, institutional environment gradually relaxed, the focus of attention also will be gradually transferred to the enterprise internal human resources, such as reasonable selection of new stuff and maintain in employment. The enterprise employees'work values has also changed, the center of gravity of the staff focusing on the meaning of existence changed to the social effects of their work. The traditional occupational ethics, such as selfless dedication, loyalty, responsibility and responsible for work values is gradually extinct, which lead directly to job-hopping because of their dissatisfied. In this case, the enterprise managers face a serious practical problem:after they afford expensive cost of recruitment, training costs, salary and benefits, the commercial secret spreading, but they cannot well retain their employees, it also affect the enterprise internal morale, and even destroy the enterprise image. There are many factors influencing employee turnover tendency, such as the employees work values, job satisfaction, and so on.The affecting process and the mechanism of action are also complex. When people's work values to the job or to the work environment can be met, people will be more content and happy to work. How the employees'work values affect the satisfaction of their work or the job-hopping? How to use different management styles to deal with the different staff. How to avoid employees leaving at random, and then improve employee job performance? These issues need the organizational behavior researchers and enterprises managers especially the private enterprise management to consider.
This paper sorts out and comment on work values, job satisfaction and turnover intention firstly, then establishes a theoretical model among work values, job satisfaction and turnover intention. And it uses private enterprises in Liaoning as samples, investigates and measures work values, job satisfaction and turnover intention variables, exploratory factor analysis of the sample data using SPSS16.0software and Lisrel8.51-software, reliability testing, confirmatory factor analysis and structural equation modeling, in order to verify the effectiveness of the established theoretical model. The paper wants to find the relationship among private enterprises in Liaoning employees work values, job satisfaction and turnover intention.
This study contains six chapters:
Chapter one:Introduction. Elaborate the background, the theoretical and practical significance of the research. And then point out this paper's idea methods and innovation.
Chapter two:the literature review. This paper combing the relevant research literature clearly define the meaning of the relevant concepts, elaborated work values, job satisfaction and turnover intention theoretical origins and rich connotation of research.Meanwhile this paper makes the analysis foundation combined with the summaried conclusions.
Chapter three:Mechanism theory. This chapter seriously analyze action mechanism of private enterprises work values to turnover intention. Combination of incentive theory, expectancy theory, equity theory to analyze how the job satisfaction plays an intermediary role in the process of work values affecting turnover intention.
Chapter four:Study design.It includes building a theoretical model, setting the variable, hypotheses, scale design, sample selection, inspection of the data collection process and data analysis methods and scale measure. According to literature access and depth interviews, private enterprise employees work values and job satisfaction are divided into the corresponding dimension, with these foundation, build a conceptual model.
Chapter five:Empirical analysis. It includes sample analysis, descriptive statistical analysis, validity analysis, reliability analysis and model verification. Considering the different regions of the economic development situation and cultural background, this article conducted random sampling from Liaoning Province private enterprises. This paper collected data by questionnaire survey, use of mathematical statistical analysis and structural equation theoretical model carried out the analysis, testing and verify the assumptions.
Chapter six:Conclusions and Implications. Through the empirical results,this paper summarizes the research findings, provides management recommendations for private enterprises, and also points out the limitations of this study, discusses the follow-up research directions.
This paper found such conclusions through systematically analysis and research:
(1)Empirical study tests the measurement dimensions and indicators of work values, job satisfaction and turnover intention. With the previous studies and new data of Liaoning private enterprises, we divided work values into the orientation of the organization's security, stability and leisure orientation, social value orientation and self-orientation of four dimensions, separate job satisfaction into two dimensions, intrinsic job satisfaction and extrinsic job satisfaction, and test the appropriate scale items.
(2)When we mention the relationship of work values and job satisfaction, Organization's security-oriented work values don't have significant influence on the intrinsic job satisfaction and the extrinsic job satisfaction. Stability and leisure-oriented work values affect the relationship between intrinsic job satisfactions significantly, but it can't significantly affect extrinsic job satisfaction. Social values of work values, intrinsic job satisfaction and extrinsic job satisfaction have significant relationship. Self-oriented work values and external job satisfaction have significant relationship.
(3)There is a significant negative effect on the relationship between employees'job satisfaction and turnover intention. From the two sub-assumptions, if staff have lower satisfaction with their work, which will produces the separation idea; staff satisfaction with the work environment is lower, then the greater the tendency of leaving idea. What's more, the employee's satisfaction of their work has more effect on the tendency of leaving than the satisfaction of the work environment. From this conclusion, the job satisfaction is the most important factor which can lead to job leaving.
(4)Job satisfaction plays a mediating role in the relationship between work values and turnover intention. From the empirical results, the satisfaction in the work plays a intermediary role of stability and leisure orientation in some extent, social values of work values and turnover intention, while the organizational environment and managers and colleagues'satisfaction play a intermediary role partly of self-realization-oriented work values and turnover in some extent.
引文
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