【摘要】：在知識(shí)經(jīng)濟(jì)時(shí)代,企業(yè)核心員工是企業(yè)創(chuàng)造效益的主要?jiǎng)恿?而核心員工的離職是企業(yè),尤其是金融企業(yè)發(fā)展的障礙。本研究通過對(duì)心理資本和離職傾向兩個(gè)變量的研究,結(jié)合FS銀行的實(shí)際情況,探討FS銀行核心員工心理資本和離職傾向的關(guān)系。本研究主要分兩個(gè)部分：第一部分是緒論部分,主要闡述研究背景；研究意義；研究方法、思路、框架及國(guó)內(nèi)外文獻(xiàn)綜述。第二部分是研究主題部分,包括理論建構(gòu)、FS銀行現(xiàn)狀與核心員工離職問題、實(shí)證研究、討論以及建議與對(duì)策。通過查閱現(xiàn)有文獻(xiàn),詳細(xì)闡述心理資本及離職傾向兩個(gè)變量相關(guān)內(nèi)容,包括定義、結(jié)構(gòu)、影響因素及其測(cè)量。在已有相關(guān)理論基礎(chǔ)上,得出本文的研究方法。對(duì)FS銀行核心員工心理資本與離職傾向關(guān)系的研究過程中,主要有兩個(gè)階段：第一階段在FS銀行核心員工中隨機(jī)選取50名作為樣本進(jìn)行測(cè)試,經(jīng)過分析,調(diào)整問卷結(jié)構(gòu)使之更適用于FS銀行核心員工。心理資本問卷包括四個(gè)維度24個(gè)項(xiàng)目,通過項(xiàng)目分析,驗(yàn)證性因素分析和可靠性分析,心理資本具有良好的可靠性。通過對(duì)心理資本問卷的驗(yàn)證性因素分析,證實(shí)了FS銀行核心員工的心理資本符合本文定義的心理資本四維度。第二階段的研究主要集中于對(duì)搜集到的300名核心員工調(diào)查樣本,運(yùn)用統(tǒng)計(jì)學(xué)相關(guān)原理,結(jié)合EXCEL分析工具,進(jìn)行深入細(xì)致的數(shù)據(jù)分析。我們發(fā)現(xiàn)：(1)FS銀行核心員工心理資本和離職傾向之間顯著負(fù)相關(guān)。(2)FS銀行核心員工與在職離職員工在心理資本和離職傾向上恰恰相反。由于心理資本相對(duì)較高,在一定程度上降低了在職核心員工的離職傾向。(3)FS銀行核心員工心理資本和離職傾向在性別維度上存在差異。男性員工心理資本高于女性員工,但是離職傾向也比女性員工高。本研究在理論上進(jìn)一步驗(yàn)證國(guó)內(nèi)關(guān)于心理資本的研究。文中驗(yàn)證心理資本問卷(PCQ—24)可以應(yīng)用于FS銀行核心員工,為FS銀行核心員工心理資本的測(cè)量提供了工具。闡明了心理資本和離職傾向的關(guān)系。在實(shí)踐領(lǐng)域?qū)S銀行核心提高員工心理資本,降低員工離職傾向有一定指導(dǎo)意義。
[Abstract]:In the era of knowledge economy, the core employees of enterprises are the main driving force for enterprises to create benefits, and the departure of core staff is the obstacle to the development of enterprises, especially financial enterprises. Based on the study of psychological capital and turnover intention, the relationship between psychological capital and turnover intention of core staff in FS bank is discussed. This research is divided into two parts: the first part is the introduction part, mainly elaborates the research background, the research significance, the research method, the thought, the frame and the domestic and foreign literature review. The second part is the research topic, including the theoretical construction of FS bank status and core staff turnover, empirical research, discussion, suggestions and countermeasures. By referring to the existing literature, this paper expatiates on the related contents of psychological capital and turnover intention, including definition, structure, influencing factors and their measurement. Based on the existing theories, the research methods of this paper are obtained. In the process of studying the relationship between psychological capital and turnover intention of core staff in FS Bank, there are two main stages: in the first stage, 50 core employees of FS Bank were randomly selected as samples to test, and the results were analyzed. Adjust the structure of the questionnaire to make it more suitable for FS bank core staff. Psychological capital questionnaire includes 24 items in four dimensions. Through item analysis, confirmatory factor analysis and reliability analysis, psychological capital has good reliability. Through the confirmatory factor analysis of psychological capital questionnaire, it is proved that the psychological capital of the core staff of FS bank accords with the four dimensions of psychological capital defined in this paper. The second stage of the study is mainly focused on the collection of 300 core staff survey samples, using statistical related principles, combined with excel analysis tools, in-depth and meticulous data analysis. We find that: (1) there is a significant negative correlation between the psychological capital and turnover intention of the core staff in FS Bank, and (2) the psychological capital and turnover intention of the core staff in FS Bank are opposite to those of the former. Because of the relatively high psychological capital, the turnover intention of the core staff is reduced to some extent. (3) there are differences in the gender dimension between the psychological capital and the turnover intention of the core staff in FS bank. The psychological capital of male employees is higher than that of female employees, but the turnover tendency is also higher than that of female employees. This study further verifies the domestic research on psychological capital in theory. This paper verifies that PCQ-24 can be applied to the core staff of FS Bank and provides a tool for measuring the psychological capital of the core staff of FS Bank. The relationship between psychological capital and turnover intention is clarified. In the practical field, it has certain guiding significance for the core of FS bank to improve the psychological capital of the staff and reduce the turnover intention of the staff.
【學(xué)位授予單位】：遼寧大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：F272.92;F832.33

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