基于计划行为理论的企业员工离职意向研究
|
摘要
知识经济时代也就是“人才经济”时代。企业之间的竞争不再是土地、资本、技术的竞争,而是人才的竞争。经济全球化为国内企业迎来了良好的发展机遇,同时对国内企业来说也遭遇强有力的挑战和冲击。在这样一种大背景下,企业之间的竞争尤其是对人才的争夺将更加激烈。
企业员工离职问题在西方发达国家长期以来一直是企业人力资源、行为科学、企业组织研究的重点。在我国,随着市场经济的迅速发展,员工离职现象也逐渐普遍化,企业员工的高流动率已成为困扰企业人力资源管理的显著问题,尤其是随着我国的全面开放,员工跳槽现象以及企业间互相挖人的现象愈演愈烈,员工的不断离职更成为阻碍企业发展的一个不容忽视的问题。
计划行为理论是态度-行为领域应用最广泛的理论之一,有着丰富的实证研究,深受行为研究者的欢迎。但是该理论在管理领域的实证研究尚比较稀少。尤其是在离职行为领域更是罕见。本研究把计划行为理论引入到企业员工离职研究领域,在实证分析中验证了该理论对离职领域研究的适用性,丰富了、发展了计划行为理论。得出了以下结论
结论一：离职态度、离职主观规范和离职知觉行为控制可以很好的预测离职意向。
结论二：离职态度与离职主规范,离职态度与离职知觉行为,离职主观规范与离职知觉行为控制之间均有正向的相互作用。
结论三：性别差异在所有变量上均不显著；年龄差异、本单位工龄、学历、所在部门类型和现任职位在离职态度上有显著差异；婚姻状况、本单位工龄、所在部门类型和现任职位在离职主观规范上有显著差异；所有的人口统计学变量在离职知觉行为控制上均不显著；年龄、婚姻状况、本单位工龄、学历、所在部门类型以及现任职位在离职意向上有显著差异。
结论四：离职态度在不同的本单位工龄、学历、所在部门类型和现任职位之间存在显著差异；离职主观规范在不同的婚姻状况、本单位工龄、所在部门类型和现任职位之间有显著差异；离职意向在不同的年龄、婚姻状况、本单位工龄、学历、所在部门类型以及现任职位之间存在显著差异。
Knowledge economy era is also "talent economy" era. The competition between enterprises is no longer land, capital, technological competition, but talent competition. With the integration of the world economy, is a double-edged sword for domestic enterprise ushered in the good development opportunities for domestic enterprises, and it also suffered a strong challenge and shock. In such a background, the competition between enterprises especially for talent for will be more intense.
Enterprise employee turnover problem in western developed countries have long is the enterprise human resources, behavioral science, enterprise organization research priorities. In China, with the rapid development of market economy, employee turnover phenomenon also gradually generalization, enterprise staffs high turnover has become troubling enterprise human resources management significant problems, especially with our opening up, employee job-hopping phenomenon and dig each other between enterprise of phenomenon increasingly fierce, the staff more discourages enterprises constantly leaving a problem that nots allow to ignore.
Theory of planned behavior is the attitude-behavioral theory of the field of one of the most widely used, has a wealth of empirical research by behavioral researchers welcome. But the theory of empirical research in the field of management is still relatively rare. Especially in the area of separation behavior is rare. The introduction of the theory of planned behavior to the field of Employee Turnover in the empirical analysis to verify the theoretical study of the applicability of the field left enriched, developed the theory of planned behavior. Reached the following conclusions
Conclusion one:leave attitude, subjective norm and separation perceived behavioral control on intention to quit a significant predictor.
Conclusion tow:Attitudes and left leaving the main specification a significant positive correlation, separation attitude and perceived behavioral control, leaving a significant positive correlation, leaving subjective norm and perceived behavioral control, leaving a significant positive correlation.
Conclusion three:gender differences in all variables were not significant; age difference, the unit length of service, education, where the sector type and the current position in the left attitudes were significantly different; marital status, the unit of length of service, where the sector type and current posts Subjective norms on leaving a significant difference; all the demographic variables in the left perceived behavioral control were not significant; age, marital status, the unit of length of service, qualifications, present position where the sector type, and turnover intentions in a significant difference.
Conclusion four:leave the unit in a different attitude towards length of service, qualifications, present position where the sector type, and there were significant differences between; leave subjective norms in different marital status, the unit of length of service, department type, and posts where a significant difference between the; turnover intentions in a different age, marital status, the unit of length of service, qualifications, present position where the sector type, and there were significant differences between.
企业员工离职问题在西方发达国家长期以来一直是企业人力资源、行为科学、企业组织研究的重点。在我国,随着市场经济的迅速发展,员工离职现象也逐渐普遍化,企业员工的高流动率已成为困扰企业人力资源管理的显著问题,尤其是随着我国的全面开放,员工跳槽现象以及企业间互相挖人的现象愈演愈烈,员工的不断离职更成为阻碍企业发展的一个不容忽视的问题。
计划行为理论是态度-行为领域应用最广泛的理论之一,有着丰富的实证研究,深受行为研究者的欢迎。但是该理论在管理领域的实证研究尚比较稀少。尤其是在离职行为领域更是罕见。本研究把计划行为理论引入到企业员工离职研究领域,在实证分析中验证了该理论对离职领域研究的适用性,丰富了、发展了计划行为理论。得出了以下结论
结论一：离职态度、离职主观规范和离职知觉行为控制可以很好的预测离职意向。
结论二：离职态度与离职主规范,离职态度与离职知觉行为,离职主观规范与离职知觉行为控制之间均有正向的相互作用。
结论三：性别差异在所有变量上均不显著；年龄差异、本单位工龄、学历、所在部门类型和现任职位在离职态度上有显著差异；婚姻状况、本单位工龄、所在部门类型和现任职位在离职主观规范上有显著差异；所有的人口统计学变量在离职知觉行为控制上均不显著；年龄、婚姻状况、本单位工龄、学历、所在部门类型以及现任职位在离职意向上有显著差异。
结论四：离职态度在不同的本单位工龄、学历、所在部门类型和现任职位之间存在显著差异；离职主观规范在不同的婚姻状况、本单位工龄、所在部门类型和现任职位之间有显著差异；离职意向在不同的年龄、婚姻状况、本单位工龄、学历、所在部门类型以及现任职位之间存在显著差异。
Knowledge economy era is also "talent economy" era. The competition between enterprises is no longer land, capital, technological competition, but talent competition. With the integration of the world economy, is a double-edged sword for domestic enterprise ushered in the good development opportunities for domestic enterprises, and it also suffered a strong challenge and shock. In such a background, the competition between enterprises especially for talent for will be more intense.
Enterprise employee turnover problem in western developed countries have long is the enterprise human resources, behavioral science, enterprise organization research priorities. In China, with the rapid development of market economy, employee turnover phenomenon also gradually generalization, enterprise staffs high turnover has become troubling enterprise human resources management significant problems, especially with our opening up, employee job-hopping phenomenon and dig each other between enterprise of phenomenon increasingly fierce, the staff more discourages enterprises constantly leaving a problem that nots allow to ignore.
Theory of planned behavior is the attitude-behavioral theory of the field of one of the most widely used, has a wealth of empirical research by behavioral researchers welcome. But the theory of empirical research in the field of management is still relatively rare. Especially in the area of separation behavior is rare. The introduction of the theory of planned behavior to the field of Employee Turnover in the empirical analysis to verify the theoretical study of the applicability of the field left enriched, developed the theory of planned behavior. Reached the following conclusions
Conclusion one:leave attitude, subjective norm and separation perceived behavioral control on intention to quit a significant predictor.
Conclusion tow:Attitudes and left leaving the main specification a significant positive correlation, separation attitude and perceived behavioral control, leaving a significant positive correlation, leaving subjective norm and perceived behavioral control, leaving a significant positive correlation.
Conclusion three:gender differences in all variables were not significant; age difference, the unit length of service, education, where the sector type and the current position in the left attitudes were significantly different; marital status, the unit of length of service, where the sector type and current posts Subjective norms on leaving a significant difference; all the demographic variables in the left perceived behavioral control were not significant; age, marital status, the unit of length of service, qualifications, present position where the sector type, and turnover intentions in a significant difference.
Conclusion four:leave the unit in a different attitude towards length of service, qualifications, present position where the sector type, and there were significant differences between; leave subjective norms in different marital status, the unit of length of service, department type, and posts where a significant difference between the; turnover intentions in a different age, marital status, the unit of length of service, qualifications, present position where the sector type, and there were significant differences between.
引文
①苏方国,赵曙明.组织承诺、组织公民行为与离职倾向关系研究[J].科学学与科学技术管理,2005,(8)：111—116.
②谢晋宇雇员流动员工[M].天津：南开大学出版社,2001.
①Philips J D.The p rice tag on turnover[J].Personnel Journal,1990,(6):58-61.
①AnnDenvir & Frank MeMahon.LaborTumoverin London Hotel sand the Cost Effeetivenessof Preveniative Measures[J]. International Journal of Hospitality Management,1992,12:143—154.
②张弘,赵曙明.人才流动探析[J].中国人力资源开发,2000(8)：4—6.
③张旺琳.L公司员工流失原因分析及对策研究[D].西南财经大学硕士论文,2005.
④张娅.现代饭店人才流失现象分析及对策研究[D].天津大学硕士论文,2006.
②Price. J. L. The study of turnover Ames[M]:Iowa State University Press,1977.
⑥斯蒂芬.P.罗宾斯.组织行为学[M].北京：中国人民人学出版社,2005.
⑦谢晋宇,王英,张再生.企业雇员流关—原因、后果与控制[M].北京：经济管理出版社,1999.
⑧张翼.民营企业员工流失的因素分析及对策研究[D].华南师范大学硕士论文,2002.
①Peters, LH布裘克韦尔—人力资源营理学百科辞典LMI.北京：对外经济贸易大学出版社,2000.
②Mobley. W. H.Turnover[M]. Reading:Addison-Wesley,1982.
黄英忠.人力资源营理[M].台北：三民书局,1997.
④ J. G March and H. A. Simon. Organizations[M]. New York:Wiley,1958.
⑤Porter&Steers.OrganiZationalWbrkandPersonalFactorsinEmPloyeeTumoverand Absenteeism[J].chologiealBullerin, 1973, (80):156-174.
⑥Mobley, W H. Homer, S. O.& Hollingsworth, A. T, An Evaluation of Precursors of Hospital Employee Turnover[J]. Journal of Applied Psychology,1978,63(4):408-414.
[1]Upmeyer A, Six B. Attitudes and behavioral decisions[J], Springer Verlag,New York Inc,1989:1-2.
[2]李久鑫,郑绍镰.管理的社会网络嵌入性视角[J].外国经济与管理,2002,24(6)：2-6.
[3]谢晋宇.雇员流动员工[M].天津：南开大学出版社,2001.
[4]苏方国,赵曙明.组织承诺、组织公民行为与离职倾向关系研究[J].科学学与科学技术管理,2005,(8)：111-116.
[5]谢晋宇.雇员流动员工[M].天津：南开大学出版社,2001.
[6]Philips J D. The price tag on turnover[J].Personnel Journal,1990,(6):58-61.
[7]AnnDenvir&FrankMeMahon.LaborTumoverinLondonHotelsandtheCostEffeetivenesso fPreveniativeMeasures[J]. International Journal of Hospitality Management,1992, 12:143-154.
[8]张弘,赵曙明.人才流动探析[J].中国人力资源开发,2000(8)：4-6.
[9]张旺琳.L公司员工流失原因分析及对策研究[D].西南财经大学硕士论文,2005.
[10]张娅.现代饭店人才流失现象分析及对策研究[D].天津大学硕士论文,2006.
[11]Price. J. L. The study of turnover Ames[M]:Iowa State University Press,1977.
[12]斯蒂芬.P.罗宾斯.组织行为学[M].北京：中国人民人学出版社,2005.
[13]谢晋宇,王英,张再生.企业雇员流关—原因、后果与控制[M].北京：经济管理出版社,1999.
[14]张翼.民营企业员工流失的因素分析及对策研究[D].华南师范大学硕士论文,2002.
[15]Peters, LH布裘克韦尔—人力资源营理学百科辞典LMI.北京：对外经济贸易大学出版社,2000.
[16]Mobley. W. H. Turnover[M]. Reading:Addison-Wesley,1982.
[17]黄英忠.人力资源营理[M].台北：三民书局,1997.
[18]J. G March and H. A. Simon. Organizations[M]. New York:Wiley,1958.
[19]Porter&Steers.Organi Zational Wbrkand Personal Factorsin EmPloyee Turnover and Absenteeism[J].ecological Bullerin,1973, (80):156-174.
[20]Mobley, W H. Homer, S. O.& Hollingsworth, A. T, An Evaluation of Precursors of Hospital Employee Turnover[J]. Journal of Applied Psychology,1978,63(4):408-414.
[21]徐淑英,刘忠明.中国企业管理的前沿研究[M].北京：北京大学出版社,2004.
[22]张勉.企业雇员离职员工模型的研究与应用[M].北京：清华大学出版社,2006.
[23]叶仁荪,王玉芹,林泽炎.工作满意度、组织承诺对国企员工离职影响的实证研究[J].管理世界,2005,3：122-125.
[24]张一弛,高莹,刘鹏.个人—组织匹配在外资医药企业员工离职倾向决定中的调节效应研究[J].南开管理评论,2005,8(3)：37-41.
[25]黄恢立,丁芳.人格特质、组织承诺与离职意图关系的实证研究[J].管理学报,2007,4(3)：358-362.
[26]李久鑫,郑绍镰.管理的社会网络嵌入性视角[J].外国经济与管理,2002,24(06)：2.
[27]Granovetter M. Economization and social structure:The problem of Embedded ness[J].repeal Journal of Sociology,1985,91(3):481-510.
[28]Ph11ipsJD.Theprieetagonturnover[J].Personnel Journal,1990, (6):58-61.
[29]Steers R Mowday RT. Employee turnover and post—decision aeeonunodation Proeess[M].In Cununings LL, StawBB'(Eds).Research in Organizational Behavior. Greenwieh, Conn:JAI Press,1981,3:235-281.
[30]Pr1eeJL.Refleetion Sonthe determinants of voluntary turn over[J]. International Journal of Manpower,2000,9:46-51.
[31]LeeTW, MitehellTR. An Alternative Approach:The Unfolding Model of Voluntary ployeeTurnover[J]. Academy of Management Review,1994,19:51-59.
[32]LeeTH, Gerhart B, Weller1.Understanding voluntary turn over:Path-speeificjobsatl Station effects and the importance of unsolicited job offers [J].Academy of Management Journal,51(4):651-671.
[33]段文婷,江光荣.计划行为理论述评[J].心理科学进展,2008,16(2)：315-320.
[34]刘小平,王重鸣.中西方文化背景下的组织承诺及其形成[J].外国经济与管理,2002,24(1)：17-21.
[35]崔勋.员工个人特性对组织承诺与离职意愿的影响研究[J].南开管理评论,2003,6(4):4-11.AppliedPsyehology,2001,86(1):161-173.
[36]田胡卫鹏,时勘.组织承诺研究的进展与展望[J].心理科学进展,2004,12(1)：103-110.
[37]李怀祖.管理研究方法论[M].西安：西安交通大学出版社,2004.
[38]侯杰泰等著.结构方程模型及其应用[M].北京：教育科学出版社,2004.
[39]张文彤SPSS统计分析教程(高级篇)[M].北京：北京希望电子出版社,2002.
[40]张勉,张德.国外员工主动离职模型研究新进展[J].外国经济与管理,2003,25(9)：24-28.
[41]乔坤,雷娟娟,王晓云.不同所有制企业的人力资源管理实践差异研究[J].研究与发展管理,2008,29：91——96.
[42]张红涛,王二平.态度与行为关系研究现状及发展趋势[J].心理科学进展,2007,15(1)：163-168.
[43]靳娟.民营企业人才流失现象分析.北京邮电大学学报.2001(3).
[44]金暗.市场经济条件下国有企业的使命.中国社科院工业经济所中国企业战略传播网.2004(6).
[45]罗眠.管理理论的新发展.西南则经大学出版社.2003(1).
[46]龙立荣,方俐洛.凌文锉.职业承诺的理论与测量.心理学动态.2001(2).
[47]凌文较,张治灿,方俐洛.影响组织承诺的因素探讨.心理学报.2001(3).
[48]凌文牡,张治灿,方俐洛.中国职工组织承诺研究.中国社会科学.2001(6).
[49]刘小平.工重鸣.组织承诺及其测最研究.南开经济评论.2001(6).
[50]刘小平,工重鸣.中西方文化背景下的组织承诺及其形成.外国经济与管理.2002(1).
[51]刘小鸣.组织承诺影响因素的模拟实验研究.中国管理科学.2002(12).
[52]王玉芹,叶仁荪.企业人力资本投资效果评价研究.中国人力资源开发.2002(4).
[53]谢晋宇.雇员流动管理[M].南开大学出版社.2001
②谢晋宇雇员流动员工[M].天津：南开大学出版社,2001.
①Philips J D.The p rice tag on turnover[J].Personnel Journal,1990,(6):58-61.
①AnnDenvir & Frank MeMahon.LaborTumoverin London Hotel sand the Cost Effeetivenessof Preveniative Measures[J]. International Journal of Hospitality Management,1992,12:143—154.
②张弘,赵曙明.人才流动探析[J].中国人力资源开发,2000(8)：4—6.
③张旺琳.L公司员工流失原因分析及对策研究[D].西南财经大学硕士论文,2005.
④张娅.现代饭店人才流失现象分析及对策研究[D].天津大学硕士论文,2006.
②Price. J. L. The study of turnover Ames[M]:Iowa State University Press,1977.
⑥斯蒂芬.P.罗宾斯.组织行为学[M].北京：中国人民人学出版社,2005.
⑦谢晋宇,王英,张再生.企业雇员流关—原因、后果与控制[M].北京：经济管理出版社,1999.
⑧张翼.民营企业员工流失的因素分析及对策研究[D].华南师范大学硕士论文,2002.
①Peters, LH布裘克韦尔—人力资源营理学百科辞典LMI.北京：对外经济贸易大学出版社,2000.
②Mobley. W. H.Turnover[M]. Reading:Addison-Wesley,1982.
黄英忠.人力资源营理[M].台北：三民书局,1997.
④ J. G March and H. A. Simon. Organizations[M]. New York:Wiley,1958.
⑤Porter&Steers.OrganiZationalWbrkandPersonalFactorsinEmPloyeeTumoverand Absenteeism[J].chologiealBullerin, 1973, (80):156-174.
⑥Mobley, W H. Homer, S. O.& Hollingsworth, A. T, An Evaluation of Precursors of Hospital Employee Turnover[J]. Journal of Applied Psychology,1978,63(4):408-414.
[1]Upmeyer A, Six B. Attitudes and behavioral decisions[J], Springer Verlag,New York Inc,1989:1-2.
[2]李久鑫,郑绍镰.管理的社会网络嵌入性视角[J].外国经济与管理,2002,24(6)：2-6.
[3]谢晋宇.雇员流动员工[M].天津：南开大学出版社,2001.
[4]苏方国,赵曙明.组织承诺、组织公民行为与离职倾向关系研究[J].科学学与科学技术管理,2005,(8)：111-116.
[5]谢晋宇.雇员流动员工[M].天津：南开大学出版社,2001.
[6]Philips J D. The price tag on turnover[J].Personnel Journal,1990,(6):58-61.
[7]AnnDenvir&FrankMeMahon.LaborTumoverinLondonHotelsandtheCostEffeetivenesso fPreveniativeMeasures[J]. International Journal of Hospitality Management,1992, 12:143-154.
[8]张弘,赵曙明.人才流动探析[J].中国人力资源开发,2000(8)：4-6.
[9]张旺琳.L公司员工流失原因分析及对策研究[D].西南财经大学硕士论文,2005.
[10]张娅.现代饭店人才流失现象分析及对策研究[D].天津大学硕士论文,2006.
[11]Price. J. L. The study of turnover Ames[M]:Iowa State University Press,1977.
[12]斯蒂芬.P.罗宾斯.组织行为学[M].北京：中国人民人学出版社,2005.
[13]谢晋宇,王英,张再生.企业雇员流关—原因、后果与控制[M].北京：经济管理出版社,1999.
[14]张翼.民营企业员工流失的因素分析及对策研究[D].华南师范大学硕士论文,2002.
[15]Peters, LH布裘克韦尔—人力资源营理学百科辞典LMI.北京：对外经济贸易大学出版社,2000.
[16]Mobley. W. H. Turnover[M]. Reading:Addison-Wesley,1982.
[17]黄英忠.人力资源营理[M].台北：三民书局,1997.
[18]J. G March and H. A. Simon. Organizations[M]. New York:Wiley,1958.
[19]Porter&Steers.Organi Zational Wbrkand Personal Factorsin EmPloyee Turnover and Absenteeism[J].ecological Bullerin,1973, (80):156-174.
[20]Mobley, W H. Homer, S. O.& Hollingsworth, A. T, An Evaluation of Precursors of Hospital Employee Turnover[J]. Journal of Applied Psychology,1978,63(4):408-414.
[21]徐淑英,刘忠明.中国企业管理的前沿研究[M].北京：北京大学出版社,2004.
[22]张勉.企业雇员离职员工模型的研究与应用[M].北京：清华大学出版社,2006.
[23]叶仁荪,王玉芹,林泽炎.工作满意度、组织承诺对国企员工离职影响的实证研究[J].管理世界,2005,3：122-125.
[24]张一弛,高莹,刘鹏.个人—组织匹配在外资医药企业员工离职倾向决定中的调节效应研究[J].南开管理评论,2005,8(3)：37-41.
[25]黄恢立,丁芳.人格特质、组织承诺与离职意图关系的实证研究[J].管理学报,2007,4(3)：358-362.
[26]李久鑫,郑绍镰.管理的社会网络嵌入性视角[J].外国经济与管理,2002,24(06)：2.
[27]Granovetter M. Economization and social structure:The problem of Embedded ness[J].repeal Journal of Sociology,1985,91(3):481-510.
[28]Ph11ipsJD.Theprieetagonturnover[J].Personnel Journal,1990, (6):58-61.
[29]Steers R Mowday RT. Employee turnover and post—decision aeeonunodation Proeess[M].In Cununings LL, StawBB'(Eds).Research in Organizational Behavior. Greenwieh, Conn:JAI Press,1981,3:235-281.
[30]Pr1eeJL.Refleetion Sonthe determinants of voluntary turn over[J]. International Journal of Manpower,2000,9:46-51.
[31]LeeTW, MitehellTR. An Alternative Approach:The Unfolding Model of Voluntary ployeeTurnover[J]. Academy of Management Review,1994,19:51-59.
[32]LeeTH, Gerhart B, Weller1.Understanding voluntary turn over:Path-speeificjobsatl Station effects and the importance of unsolicited job offers [J].Academy of Management Journal,51(4):651-671.
[33]段文婷,江光荣.计划行为理论述评[J].心理科学进展,2008,16(2)：315-320.
[34]刘小平,王重鸣.中西方文化背景下的组织承诺及其形成[J].外国经济与管理,2002,24(1)：17-21.
[35]崔勋.员工个人特性对组织承诺与离职意愿的影响研究[J].南开管理评论,2003,6(4):4-11.AppliedPsyehology,2001,86(1):161-173.
[36]田胡卫鹏,时勘.组织承诺研究的进展与展望[J].心理科学进展,2004,12(1)：103-110.
[37]李怀祖.管理研究方法论[M].西安：西安交通大学出版社,2004.
[38]侯杰泰等著.结构方程模型及其应用[M].北京：教育科学出版社,2004.
[39]张文彤SPSS统计分析教程(高级篇)[M].北京：北京希望电子出版社,2002.
[40]张勉,张德.国外员工主动离职模型研究新进展[J].外国经济与管理,2003,25(9)：24-28.
[41]乔坤,雷娟娟,王晓云.不同所有制企业的人力资源管理实践差异研究[J].研究与发展管理,2008,29：91——96.
[42]张红涛,王二平.态度与行为关系研究现状及发展趋势[J].心理科学进展,2007,15(1)：163-168.
[43]靳娟.民营企业人才流失现象分析.北京邮电大学学报.2001(3).
[44]金暗.市场经济条件下国有企业的使命.中国社科院工业经济所中国企业战略传播网.2004(6).
[45]罗眠.管理理论的新发展.西南则经大学出版社.2003(1).
[46]龙立荣,方俐洛.凌文锉.职业承诺的理论与测量.心理学动态.2001(2).
[47]凌文较,张治灿,方俐洛.影响组织承诺的因素探讨.心理学报.2001(3).
[48]凌文牡,张治灿,方俐洛.中国职工组织承诺研究.中国社会科学.2001(6).
[49]刘小平.工重鸣.组织承诺及其测最研究.南开经济评论.2001(6).
[50]刘小平,工重鸣.中西方文化背景下的组织承诺及其形成.外国经济与管理.2002(1).
[51]刘小鸣.组织承诺影响因素的模拟实验研究.中国管理科学.2002(12).
[52]王玉芹,叶仁荪.企业人力资本投资效果评价研究.中国人力资源开发.2002(4).
[53]谢晋宇.雇员流动管理[M].南开大学出版社.2001