跨国猎头公司员工离职意向影响因素研究
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摘要
经济全球化的深入和知识经济的发展使得现代企业间的竞争演化成为了人才特别是高级人才的竞争。猎头以拥有核心能力和掌握核心资源的关键性人才为经营对象,是公司招聘高级人才的重要渠道。随着国内对猎头业的认同和人才市场的开放,中国的猎头业正在飞速发展,并拥有广阔的发展前景。
猎头业的蓬勃发展导致了对优秀的猎头员工大量的需求。而目前国内猎头人才比较稀缺,猎头公司之间员工流动现象频繁,即其具有较高的员工离职率。因此,培养、激励、保留员工已经成为猎头公司管理者的重要职能。跨国猎头公司既具有规范的操作流程和优秀的管理模式,又拥有在中国经营的宝贵经验,所以其能够代表中国猎头业的发展方向。因此对跨国猎头公司的员工离职问题的研究会为整个猎头业员工离职问题研究起到借鉴作用。
本研究以跨国猎头公司的发展现状为背景,以跨国猪头公司的员工为研究对象,对影响其离职意向的因素进行深入的理论分析和实证研究。理论分析部分,一方面,归纳梳理国内外学者关于员工离职动因模型和员工离职影响因素理论,另一方面,在对跨国猎头公司员工离职现状分析的基础上归纳出跨国猎头公司员工离职意向的影响因素,从而提出跨国猎头公司员工离职动因预测模型。实证分析部分,通过访谈调查和问卷调查,修正员工离职动因预测模型。最后,针对研究结果提出员工保留的建议,以期为猎头业管理者提供实践性指导,实现对员工离职问题的预警、控制和管理。
With in-depth economic globalization and development of knowledge economy, the competition between modern enterprises evolves talents competition, especially senior talents competition.Head-hunting focuses on key personnel for operational targets who have core competencies and mastery of core resources, which are the important channels of enterprise recruiting senior talents. With head-hunting industry being accepted and talent market opened, Chinese head-hunting industry is developing rapidly, and has a bright developing prospect.
Flourish of head-hunting industry results in great requirement of excellent head-hunting employees. At present, domestic head-hunting talents are scarce, employee turnover phenomenon is frequent, and emplyee separation rate is high. Training, incenting and retaining staff has been important function of head-hunting corporation managers. Multinational head-hunting enterprises have not only normative operational processes and excellent management model but also valuable bussiness exprerience in China. So they can be representative of the development direction of headhunting industry in China. So research on the employee turnover of multinational head-hunting enterprise will have a reference effect on head-hunting industry employee turnover.
Based on the development status of multinational head-hunting enterprise, the paper makes deeply theoretical and empirical studies on multinational head-hunting enterprise employee and the influence factors of employees' turnover intention. Theorectical analysis, on one hand, summarizes studies from domestic and foreign scholars on employee turnover model of dynamic and employee turnover factors theory, on the other hand, analyzes the influencial factors of multinational head-hunting enterprise emplyee turnover intention, then presents multinational head-hunting enterprise employee turnover forecast dynamic model. Empiristic analysis, through interviewing probe and questionnaire survey and multiple statistical analysis method, amends employee turnover forecast model of dynamic. Finally, according to the result, the paper presents suggestion for retaining employee, and then expects to give practical guidance to head-hunting managers, aiming at implementing employee turnover warning, control and management.
猎头业的蓬勃发展导致了对优秀的猎头员工大量的需求。而目前国内猎头人才比较稀缺,猎头公司之间员工流动现象频繁,即其具有较高的员工离职率。因此,培养、激励、保留员工已经成为猎头公司管理者的重要职能。跨国猎头公司既具有规范的操作流程和优秀的管理模式,又拥有在中国经营的宝贵经验,所以其能够代表中国猎头业的发展方向。因此对跨国猎头公司的员工离职问题的研究会为整个猎头业员工离职问题研究起到借鉴作用。
本研究以跨国猎头公司的发展现状为背景,以跨国猪头公司的员工为研究对象,对影响其离职意向的因素进行深入的理论分析和实证研究。理论分析部分,一方面,归纳梳理国内外学者关于员工离职动因模型和员工离职影响因素理论,另一方面,在对跨国猎头公司员工离职现状分析的基础上归纳出跨国猎头公司员工离职意向的影响因素,从而提出跨国猎头公司员工离职动因预测模型。实证分析部分,通过访谈调查和问卷调查,修正员工离职动因预测模型。最后,针对研究结果提出员工保留的建议,以期为猎头业管理者提供实践性指导,实现对员工离职问题的预警、控制和管理。
With in-depth economic globalization and development of knowledge economy, the competition between modern enterprises evolves talents competition, especially senior talents competition.Head-hunting focuses on key personnel for operational targets who have core competencies and mastery of core resources, which are the important channels of enterprise recruiting senior talents. With head-hunting industry being accepted and talent market opened, Chinese head-hunting industry is developing rapidly, and has a bright developing prospect.
Flourish of head-hunting industry results in great requirement of excellent head-hunting employees. At present, domestic head-hunting talents are scarce, employee turnover phenomenon is frequent, and emplyee separation rate is high. Training, incenting and retaining staff has been important function of head-hunting corporation managers. Multinational head-hunting enterprises have not only normative operational processes and excellent management model but also valuable bussiness exprerience in China. So they can be representative of the development direction of headhunting industry in China. So research on the employee turnover of multinational head-hunting enterprise will have a reference effect on head-hunting industry employee turnover.
Based on the development status of multinational head-hunting enterprise, the paper makes deeply theoretical and empirical studies on multinational head-hunting enterprise employee and the influence factors of employees' turnover intention. Theorectical analysis, on one hand, summarizes studies from domestic and foreign scholars on employee turnover model of dynamic and employee turnover factors theory, on the other hand, analyzes the influencial factors of multinational head-hunting enterprise emplyee turnover intention, then presents multinational head-hunting enterprise employee turnover forecast dynamic model. Empiristic analysis, through interviewing probe and questionnaire survey and multiple statistical analysis method, amends employee turnover forecast model of dynamic. Finally, according to the result, the paper presents suggestion for retaining employee, and then expects to give practical guidance to head-hunting managers, aiming at implementing employee turnover warning, control and management.
引文
1中国猎头迎接品牌时代.www.xinhuanet.com
2谢晋宇,王英.企业雇员流失分析模型介评.外国经济与管理,1999(5):1
3 Hom P W,riffeth R W.Imployee turnover.Incinnat:South Western College Publishing,1995
4马淑婕,陈景秋,王垒.员工离职原因的研究.中国人力资源开发,2004
5 March J G.& Simon HA..Organization.New York:Wiley,1958
6 Mobley WH.Employee turnover:causes,consequences,and control,Addison.Wesley Publishing Company,1982
7 Gerhardt B C.Voluntary Turnover and Alternative Job Opportunanities.Journal of Applied Psychology,1990(75):467-476
8 Williams C R.Another Look at the Relationship between Performance and Voluntary Turnover.Academay of Management Journal,1994(37):269-298
9 Dail Fields,Myra E.Dingman,Paul M Roman.Blum.Exploring predictors of alternative job changes.Journal of Occupational and Organizational Psychology,2005(3)
10 Bevan Human Resource Management in the Hospitality Industry.John Wiley & Sons,Inc,2001
11 George J M,Bellenhausen K.Understanding Prosocial Behavior,Sale Performance,and Turnover:A Group Level Analysis in a Service Context.Journal of Applied Psychology,1990(75):698-709
12 Ham and Grifeth The Nature and Consequences of Job Satisfaction.In:Dunnette MD.H and of Industrial and Or anizational Psychology,1985
13 Jean Made Hiltrop.The Quest for the Best:Human Resource Practices to Attract and Retain Tallent.European Management Journal,1999
14 J.Bruce Tracy and Michael J.Tews.Trainging Efectiveness:Accounting for Individual Characteristices and the Work Environment.Comell Hotel and Restaunant Adminishtration Quarterly,1995
15张勉,张德,李树茁.IT企业技术员工离职意图路径模型实证研究.南开管理评论,2003(4)
16符益群,凌文辁,方俐洛.企业职工离职意向的影响因素.企业人力资源管理,2002(7)
17谢晋宇.雇员流动管理.南开大学出版社,2001
18 James March and Herbert Simon.Organizations.New York:Wiley,1958:99
19 Hom P W,Griffeth R W.Employee turnover.Cincinnati:South Western College Publishing,1995
20李宝元.战略性激励--现代饭店人力资源管理精要.北京:经济科学出版社,2002
21黄明杰,袁安照.现代公司理论与运行.山东人民出版社,1998
22谢晋宇.企业雇员流失分析模型介评(上).外国经济与管理,1999(5):21-24
23谢晋宇.企业雇员流失分析模型介评(下).外国经济与管理,1999(6):20-23
24 Steers R M,Mowday R T.Employee turnover and post-decision accommodation process.In:Cummings LL,Staw B M.ed.Research in Organizational Behavior.Greenwich,Conn:JAI Press,1981:235-281
25 Sheridan J E,Abelson M A.Cusp-catastrophe model of employee turnover.Academy of Management Journal,1983,26(3):418-436
26 Lee T W,Mitchell T R.An alternative approach:the unfolding model of voluntary employee turnover.Academy ofManagementReview,1994,19(1):51-89
27 Gaertner S.Towards an integrated theory of determinants and processed underlying employee turnover:Review,critique,integration and longitudinal empirical investigation of two streams of research.Unpublished doctoral dissertation.Georgia State University,2000
28 James Price.The Study of Turnover.Iowa State University Press,1997
29 Price J L.Reflections on the determinants of voluntary turnover.Journal of International Manpower (Forthcoming),2001
30 www.eiob100.cn
31于瀛,展序.中国猎头市场发展现状分析.深圳商报,2005
32吴茜,刘旸.职场现象:猎头的价值观.人才瞭望,2002
33 www.huntscanlon.com
34丁向阳.人才竞争战略.蓝天出版社,2005:49-50
35 盘点2004年猪头市场.www.xinhuanet.com
36 李坚强.浅议企业员工离职原因及对策.江南大学学报(人文社会科学版),2003(4):62-64
37 Peter Drucker The Coming of the New Organization.Harvard Business Review.1998,66(1):45-651
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39 Steers R E.Antecedents and Outcomes of Organizational Commitement.Administrative Science Quarterly,1977,22(5):46-56
40 Porter L M,Steer R M,Mowday R T.Organizational commitment:job Satisfaction and turnover among psychiatric technicians.Journal of Applied Psychology,1974,59(3):603-609
41 Hrebiniak L,Alutto J.Personal and Role-related Factors in the Development of Organizational Commitment.Administrative Science Quarterly,1972(17):131-155
42 Meyer J P,Allen N J.Testing the Side-Bet Theory of Organizational Commitment:Some Methodological Considertation.Journal of Applied Psychology 1984(69):372-378
43 Meyer J P,Allen N J.A Three-Component conceptualization of Organizational Commitement.Human Resource ManagementReview,1991,1(1):61-89
44 Ko J W,Price J L,Muller C W.Assessment of Meyer and Allen's Three-component Model of organizational Commitment in South Korea.Journal of Applied Psychology,1997,82(6):961-973
45 Bozeman D P,Pamela L P.The Effect of Item Content Overlap on Organizational Commitment Questionaire-Turnover Cognitions Relationships.Journal of Applied Psychology,2001,86(1):161-173
46 Hair,Joseph F.Jr,Rolph E.Anderson.Multivariate Data Analysis With Readings.Third Edition.New York:Macmillan Publishing Company,1987:449
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[4]马淑婕,陈景秋,王垒.员工离职原因的研究.中国人力资源开发,2004
[5]March J G.& Simon HA..Organization.New York:Wiley,1958
[6]Mobley W H.Employee turnover:causes,consequences,and control.Addison-Wesley Publishing Company,1982
[7]Gerhardt B C.Voluntary Turnover and Alternative Job Opportunanities.Journal of Applied Psychology,1990(75):467-476
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[10]Bevan.Human Resource Management in the Hospitality Industry.John Wiley & Sons Inc.,2001
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2谢晋宇,王英.企业雇员流失分析模型介评.外国经济与管理,1999(5):1
3 Hom P W,riffeth R W.Imployee turnover.Incinnat:South Western College Publishing,1995
4马淑婕,陈景秋,王垒.员工离职原因的研究.中国人力资源开发,2004
5 March J G.& Simon HA..Organization.New York:Wiley,1958
6 Mobley WH.Employee turnover:causes,consequences,and control,Addison.Wesley Publishing Company,1982
7 Gerhardt B C.Voluntary Turnover and Alternative Job Opportunanities.Journal of Applied Psychology,1990(75):467-476
8 Williams C R.Another Look at the Relationship between Performance and Voluntary Turnover.Academay of Management Journal,1994(37):269-298
9 Dail Fields,Myra E.Dingman,Paul M Roman.Blum.Exploring predictors of alternative job changes.Journal of Occupational and Organizational Psychology,2005(3)
10 Bevan Human Resource Management in the Hospitality Industry.John Wiley & Sons,Inc,2001
11 George J M,Bellenhausen K.Understanding Prosocial Behavior,Sale Performance,and Turnover:A Group Level Analysis in a Service Context.Journal of Applied Psychology,1990(75):698-709
12 Ham and Grifeth The Nature and Consequences of Job Satisfaction.In:Dunnette MD.H and of Industrial and Or anizational Psychology,1985
13 Jean Made Hiltrop.The Quest for the Best:Human Resource Practices to Attract and Retain Tallent.European Management Journal,1999
14 J.Bruce Tracy and Michael J.Tews.Trainging Efectiveness:Accounting for Individual Characteristices and the Work Environment.Comell Hotel and Restaunant Adminishtration Quarterly,1995
15张勉,张德,李树茁.IT企业技术员工离职意图路径模型实证研究.南开管理评论,2003(4)
16符益群,凌文辁,方俐洛.企业职工离职意向的影响因素.企业人力资源管理,2002(7)
17谢晋宇.雇员流动管理.南开大学出版社,2001
18 James March and Herbert Simon.Organizations.New York:Wiley,1958:99
19 Hom P W,Griffeth R W.Employee turnover.Cincinnati:South Western College Publishing,1995
20李宝元.战略性激励--现代饭店人力资源管理精要.北京:经济科学出版社,2002
21黄明杰,袁安照.现代公司理论与运行.山东人民出版社,1998
22谢晋宇.企业雇员流失分析模型介评(上).外国经济与管理,1999(5):21-24
23谢晋宇.企业雇员流失分析模型介评(下).外国经济与管理,1999(6):20-23
24 Steers R M,Mowday R T.Employee turnover and post-decision accommodation process.In:Cummings LL,Staw B M.ed.Research in Organizational Behavior.Greenwich,Conn:JAI Press,1981:235-281
25 Sheridan J E,Abelson M A.Cusp-catastrophe model of employee turnover.Academy of Management Journal,1983,26(3):418-436
26 Lee T W,Mitchell T R.An alternative approach:the unfolding model of voluntary employee turnover.Academy ofManagementReview,1994,19(1):51-89
27 Gaertner S.Towards an integrated theory of determinants and processed underlying employee turnover:Review,critique,integration and longitudinal empirical investigation of two streams of research.Unpublished doctoral dissertation.Georgia State University,2000
28 James Price.The Study of Turnover.Iowa State University Press,1997
29 Price J L.Reflections on the determinants of voluntary turnover.Journal of International Manpower (Forthcoming),2001
30 www.eiob100.cn
31于瀛,展序.中国猎头市场发展现状分析.深圳商报,2005
32吴茜,刘旸.职场现象:猎头的价值观.人才瞭望,2002
33 www.huntscanlon.com
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