组织承诺与离职倾向的实证研究
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摘要
近年来,大连地区股份制商业银行营业网点如雨后春笋,银行业务迅速发展、壮大,其在银行业的中坚作用不容忽视。与此同时,商业银行的人才竞争也是日益激烈。在员工离职现象成为职场季节性气候的今天,在人才竞争异常激烈和加速流动的今天,在人力资源已经成为宝贵资本的今天,离职管理已经成为股份制商业银行人力资源管理体系的重要组成部分。人才是企业里最宝贵的资源,对员工离职的防范也就是对企业资源流失的防范。所以,离职管理在整个人力资源管理中占据着重要的地位。因此,在这个商业银行人才流动日益加快的大趋势面前,股份制商业银行如何保持优秀员工队伍的稳定,避免股份制商业银行员工大量流失,受到了理论界与实务界的高度重视。
国外研究表明,组织承诺可以很好的预测离职倾向。那么针对大连地区股份制商业银行员工这个特定的群体来说,组织承诺是否也可以很好的预测离职倾向?其对离职倾向的影响深度究竟多少?在实践过程中,人力资源管理者应该如何从组织承诺角度来降低离职倾向?这些都是需要加以探讨的问题。
本文的研究就是围绕上述问题展开的。首先通过文献分析法来对现有问题进行回顾总结,理清研究思路,给出研究假设,并找到最适合的研究方法和研究工具等。其次,通过采用实证研究方法,选取了大连地区7家股份制商业银行的220名员工,通过访谈法、问卷调查法等多种方法来对股份制商业银行员工的组织承诺的结构、现状以及和离职倾向进行相关研究。研究方法包括：描述性统计分析、因子分析、信效度检验、方差分析、相关分析、回归分析。
通过相关的数据分析,本文得出以下结论：股份制商业银行员工组织承诺分为三个维度：情感承诺、持续承诺、规范承诺；员工的组织承诺水平普遍偏低；员工离职倾向水平普遍偏高；员工个人属性差异对组织承诺和离职念头、离职倾向存在影响;员工组织承诺与离职念头、离职倾向是显著负相关的,其与离职念头的相关性更大；组织承诺对离职倾向有很强的预测性。
最后本文还为大连地区股份制商业银行的人力资源管理工作提出了改进建议,以期增强企业的凝聚力和向心力,保持优秀员工队伍的稳定。
Nowadays, as the number of bank outlets increases rapidly, the joint-equity commercial banks in Dalian district have developed vigorously which become a strong force among the bank sector. At the same time, the competition of talents becomes more and more fierce. The management of resignation of staff has become an important part in the system of human resource nowadays as the loss of staff has become the seasonal phenomenon nowadays and human capital has become a cherished fortune. The talented is the most precious fortune. So keep watch of the human resource is to keep watch of the resource of the company. So how joint-equity commercial banks hold their staff and avoid huge loss appeals high attention by the practice and theoretical researcher.
It has already been testified that organizational commitment can predict the intention of quit well. But it is the same to the staff of joint-equity commercial banks in Dalian? How deeply can it influence the intention of quit? What can the HR manager do to reduce the rate of quit from the point of view? These questions need us to research and find the solid evidence.
This paper is done by the above background. According to the review and summarize the existing literatures, the structure and hypothesis of research has been proposed as well as the research tool. Then in the use of interview and questionnaire, two hundred and twenty employees have been chosen from seven joint-equity commercial banks in Dalian district to form the research sample. Descriptive statistics, item analysis, factor analysis, regression analysis and reliability and validity of inquiry were used to testify the structure and level of organizational commitment and its correlation of the thinking of quit and intention of quit.
From the data statistics, we can sum up the following conclusion:(1) The organizational commitment of Dalian joint-equity commercial banks has three dimensions:Affective commitment, continuance commitment, normative commitment. (2) The level of organizational commitment is lower. (3)The level of intention of quit is higher. (4)The variable level of staff attribute can affect the organizational commitment and intention of quit notably. (5) The organizational commitment is significant negative correlation with thinking of quit and the intention of quit. The organizational commitment and thinking of quit are more significant negative. (6) The organizational commitment dimensions can predict the intention of quit efficiently.
Eventually, according to the research results, this thesis provides some suggestions for HR managers expecting to increase the level of remodeling the cohesion power and keep the stability of talented staff efficiently.
国外研究表明,组织承诺可以很好的预测离职倾向。那么针对大连地区股份制商业银行员工这个特定的群体来说,组织承诺是否也可以很好的预测离职倾向?其对离职倾向的影响深度究竟多少?在实践过程中,人力资源管理者应该如何从组织承诺角度来降低离职倾向?这些都是需要加以探讨的问题。
本文的研究就是围绕上述问题展开的。首先通过文献分析法来对现有问题进行回顾总结,理清研究思路,给出研究假设,并找到最适合的研究方法和研究工具等。其次,通过采用实证研究方法,选取了大连地区7家股份制商业银行的220名员工,通过访谈法、问卷调查法等多种方法来对股份制商业银行员工的组织承诺的结构、现状以及和离职倾向进行相关研究。研究方法包括：描述性统计分析、因子分析、信效度检验、方差分析、相关分析、回归分析。
通过相关的数据分析,本文得出以下结论：股份制商业银行员工组织承诺分为三个维度：情感承诺、持续承诺、规范承诺；员工的组织承诺水平普遍偏低；员工离职倾向水平普遍偏高；员工个人属性差异对组织承诺和离职念头、离职倾向存在影响;员工组织承诺与离职念头、离职倾向是显著负相关的,其与离职念头的相关性更大；组织承诺对离职倾向有很强的预测性。
最后本文还为大连地区股份制商业银行的人力资源管理工作提出了改进建议,以期增强企业的凝聚力和向心力,保持优秀员工队伍的稳定。
Nowadays, as the number of bank outlets increases rapidly, the joint-equity commercial banks in Dalian district have developed vigorously which become a strong force among the bank sector. At the same time, the competition of talents becomes more and more fierce. The management of resignation of staff has become an important part in the system of human resource nowadays as the loss of staff has become the seasonal phenomenon nowadays and human capital has become a cherished fortune. The talented is the most precious fortune. So keep watch of the human resource is to keep watch of the resource of the company. So how joint-equity commercial banks hold their staff and avoid huge loss appeals high attention by the practice and theoretical researcher.
It has already been testified that organizational commitment can predict the intention of quit well. But it is the same to the staff of joint-equity commercial banks in Dalian? How deeply can it influence the intention of quit? What can the HR manager do to reduce the rate of quit from the point of view? These questions need us to research and find the solid evidence.
This paper is done by the above background. According to the review and summarize the existing literatures, the structure and hypothesis of research has been proposed as well as the research tool. Then in the use of interview and questionnaire, two hundred and twenty employees have been chosen from seven joint-equity commercial banks in Dalian district to form the research sample. Descriptive statistics, item analysis, factor analysis, regression analysis and reliability and validity of inquiry were used to testify the structure and level of organizational commitment and its correlation of the thinking of quit and intention of quit.
From the data statistics, we can sum up the following conclusion:(1) The organizational commitment of Dalian joint-equity commercial banks has three dimensions:Affective commitment, continuance commitment, normative commitment. (2) The level of organizational commitment is lower. (3)The level of intention of quit is higher. (4)The variable level of staff attribute can affect the organizational commitment and intention of quit notably. (5) The organizational commitment is significant negative correlation with thinking of quit and the intention of quit. The organizational commitment and thinking of quit are more significant negative. (6) The organizational commitment dimensions can predict the intention of quit efficiently.
Eventually, according to the research results, this thesis provides some suggestions for HR managers expecting to increase the level of remodeling the cohesion power and keep the stability of talented staff efficiently.
引文
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[3]邓彦等.图书馆员离职倾向影响因素的实证研究[J].图书情报工作.2008.52(4)：10-12.
[4]樊钱涛.浙江省12家私营企业员工组织承诺感实证研究.浙江科技学院报,2006(2)：26-29.
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[6]郭玮.建设银行员工组织承诺与离职倾向实证研究[D].西南交通大学.2007.
[7]乐国安、尹虹艳、王晓庄.《组织承诺研究综述》[J].应用心理学(1),2006(12)：84-90.
[8]李超平,李晓轩,时勘等.授权的测量及其与员工工作态度的关系.心理学报,2006,28(1)：99-106.
[9]李信.《中西文化比较概论》.航天工业出版社,2007.
[10]李坚强.浅易企业员工离职原因及对策.江南大学学报(人文社会科版).2002(8)：62-64.
[11]李超频,时勘.分配公平与程序公平对1.作倦怠的影响.心理学报,2005,Vol.25(5).
[12]李俊杰.中国银行业现状、发展前景及监管任务.香港中文大学网站文章,2004,(2)：网址http://www.usc.cuhk.edu.hk/wk_wzdetails.asp?id=2148
[13]琳达,布兰农.性别：心理学视角.北京：北京人学,2005,227。
[14]林忠,金延平.人力资源管理[M].大连：东北财经大学出版社,2007年.
[15]刘兵,彭莱.中国背景下雇员土动离职模型的探索和验证研究.心理科学,2005.Vol.28(2)：711-712.
[16]刘小平.组织承诺研究综述[J].心理学动态,1999,第7卷,第4期：21-27.
[17]刘小平,王重鸣.中西文化背景下组织承诺及其形成[J].外国经济与管理,2002,第1期：17-21.
[18]刘小平.组织承诺影响因素比较研究[J].管理科学,2002年,第4期：7-12.
[19]刘永安,王芳.影响员工离职意向的因素研究.企业经济,2006(6)：42-44.
[20]刘志强等.员工自愿离职倾向关键性影响因素分析[J].管理工程报.2008,52(4)：10-12.
[21]龙立荣、方俐洛.组织承诺的理论与测量.《心理学动态》,2000,(4)：29-42.
[22]龙立荣,龙霞.中小学教师的组织承诺研究.《教育研究与试验》：2002,(4)：56-61。
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