摘要
人才是当今世界最重要的资源,企业竞争就是人才的竞争,只有吸引核心人才,一个经济组织才有可能在激烈的竞争中立于不败之地。而近几年大学生新员工频频离职,企业管理者要尽可能的吸引和留住大学生人才。但是随着竞争加剧和各种不稳定因素增多,员工工作不安全感尤其是工作不安全感导致消极结果逐渐突出,而今产生工作不安全感因素也是很复杂的,大学生新员工频繁离职和工作不安全感关系研究是现在研究热点。因此,研究工作不安全感对离职倾向的影响及其作用机制,从而降低企业离职现象,最大限度保留大学生新员工,具有重要意义。
本研究在回顾资源保存理论、场论和社会交换理论的基础上,构建了工作不安全感对大学生离职倾向影响模型框架,包括工作不安全感,离职倾向,组织气氛,研究的重点是工不安全感和离职倾向的关系以及组织气氛在工作不安全感和离职倾向中起到的调节作用。其中,工作不安全感包括工作丧失不安全感、工作执行不安全感、薪酬晋升不安全感和过度竞争不安全感四个维度;组织气氛包括支持和关怀、结构和规范、工作自主性、标准和责任以及尊重和认同五个维度,离职倾向是单维度变量。本研究通过发放问卷,提出假设,构建模型,借助Spss工具,利用方差分析、相关分析、回归分析和层次回归分析等统计方法,验证工作不安全感对大学生离职倾向的直接作用,并从组织气氛的五个维度等出发,提出了企业管理者要加强企业组织气氛的建设,提高对大学生新员工的工作和生活的关怀,加强组织内部沟通等策略建议。
根据问卷调查和数据分析的结果,本研究指出:工作不安全感的4个维度对大学生离职倾向都有影响,而且是正相关的作用。其中工作丧失不安全感对离职倾向的影响是最大的,其次是过度竞争不安全感,最后是工作执行不安全感。组织气氛中的其中四个维度对工作不安全感和离职倾向的关系起到了调节作用,分别是支持和关怀、结构和规范、尊重和认同以及工作自主性,而标准和责任并没有起到调节作用。
因此,企业要降低大学生新员工的离职倾向,要在工作不安全感的五个维度上重视,并且要加强对组织气氛的建设,尽量减弱大学生工作不安全感留住大学生新员工。
Human resource is the most important resource in today's world, Enterprise competition is the talent competition . Only to attract key talent, enerterprise can success in the fierce competition. The new employees graduated form university frequently leave In recent years, enterprise managers should attract and retain talent students as much as possible. But with the increased competition and the various factors of instability,job insecurity, especially negative results that job insecurity leads to become more apparent, the factors of job insecurity are complex. The relationship between turnover intention of new employees graduated form university and job insecurity is now the research focus.Therefore, the research on the impacting mechanism of Job insecurity on turnover intention; thus reduce the turnover intention has important significance.
In the review of conservation of resource theory , Field theory and social exchange theory, this paper constructed the model of Job insecurity effects on turnover intention. The core of the model is Job insecurity effects on turnover intention and the moderator of organizational climate. Among them, Job insecurity, including four dimensions: insecurity of job loss,insecurity of job execution,insecurity of payment,insecurity of excessive competition,insecurity of promotion organizational climate includes the five dimensions: support and care,work autonomy structure and rules, respect and recognition, standards and responsibilities ;turnover intention includes only dimension. In addition, the study proposes two main hypotheses and ten sub-hypothesis, and on based of the survey data, it uses the correlation analysis, Analysis of variance ,hierarchical regression analysis and stepwise regression analysis and other methods, to verify the assumptions. Finally, combining some theory and practice, this paper proposes the strategies and recommendations to reduce employee turnover intention respectively, from the terms of enhance organizational climate .
According to survey results and data analysis, the following conclusions can be obtained. The composition variable of Job insecurity (that is, insecurity of job lossinsecurity of job execution,insecurity of payment,insecurity of excessive competition,insecurity of promotion) have different effects on the performance: insecurity of job loss is the most relevant relationship with around turnover intention; followed by insecurity of excessive competition and the last insecurity of job execution which have significant relationship with insecurity of promotion; Among three constituent variables of organizational climate, support and care,work autonomy structure and rules, respect and recognition played a regulatory role on Job insecurity and turnover intention, but standards and responsibilities did not play regulatory role.
Therefore, enterprises hope to reduce the turnover intention of college students new employees, they must grasp these five Job insecurity variables and to strengthen the construction of organizational climate ,besides, they should keep less Job insecurity of new employees.as much as possible .
引文
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