本文關(guān)鍵詞：心理契約違背對“90后”員工EVLN行為的影響：組織承諾的中介作用　出處：《煙臺大學》2017年碩士論文　論文類型：學位論文

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【摘要】：隨著越來越多的“90后”步入職場,他們已經(jīng)從職場新生代逐步轉(zhuǎn)變?yōu)槁殘鲋髁?對企業(yè)的發(fā)展具有至關(guān)重要的影響。目前對企業(yè)來說,“90后”新生代員工是一群“特殊的新員工”—他們初入職場,有理想抱負,對自己充滿信心,對社會和職場未免會有過高期望。但是由于他們?nèi)狈ぷ鹘?jīng)歷和經(jīng)驗,在加入組織之初心理契約會處于不斷形成和發(fā)展的動態(tài)平衡之中,對相互的責任和義務的感知也會不斷調(diào)整變化。因此,企業(yè)若要做好對“90后”員工的管理就必須重視心理契約違背對“90后”員工行為態(tài)度的影響,防止“90后”員工心理契約違背現(xiàn)象的發(fā)生或在這一情況發(fā)生后及時采取相應的補救措施,避免“90后”員工的流失,使企業(yè)獲得持續(xù)發(fā)展。本文以EVLN行為模型(E—退出行為、V—建言行為、L—忠誠行為、N—忽略行為)為代表來探究心理契約違背對企業(yè)“90后”員工行為態(tài)度的影響,并探討組織承諾在兩者之間所起的中介作用。本文以400多名“90后”員工為調(diào)查對象,向他們發(fā)放調(diào)查問卷。問卷主要包括心理契約違背量表、組織承諾量表及EVLN行為量表。本研究使用SPSS17.0軟件作為統(tǒng)計分析工具,對數(shù)據(jù)進行描述性統(tǒng)計分析、差異分析、因子分析、方差分析、相關(guān)分析和回歸分析。通過實證分析,對他們的心理契約違背、組織承諾及EVLN行為之間的關(guān)系進行研究,希望能達到以下幾個目的:一是研究樣本企業(yè)“90后”員工的心理契約違背、組織承諾和EVLN行為的總體狀況;二是研究樣本企業(yè)“90后”員工的心理契約違背、組織承諾和EVLN行為三者之間的關(guān)系;三是能夠使企業(yè)認識到造成“90后”員工EVLN行為的前因,并可以利用心理契約工具和提高組織承諾程度等來降低“90后”員工的離職率。本文的主要研究結(jié)論為:企業(yè)“90后”員工心理契約違背顯著地負向影響其組織承諾,顯著地正向影響其消極性行為(包括退出行為和忽略行為),顯著地負向影響其積極性行為(包括忠誠行為和建言行為),并且組織承諾在企業(yè)“90后”員工心理契約違背對其退出行為和忠誠行為的影響中起到完全中介作用。本文的創(chuàng)新點為:以具有特殊成長背景的“90后”新生代員工為研究對象,并以其在個性心理特征影響下的職場特征為切入點,探究其在心理契約遭到違背后所表現(xiàn)出的行為或態(tài)度,以EVLN行為模型對這些行為態(tài)度進行概括,并加入組織承諾為中介變量。本研究將“90后”新生代員工的心理契約違背、組織承諾及EVLN行為進行有機串聯(lián),建立它們之間的關(guān)系,從而將人力資源管理學、心理學及管理學多學科領(lǐng)域進行交叉研究。本研究不僅在理論研究范疇內(nèi)豐富了心理契約違背、組織承諾及EVLN行為模型的研究內(nèi)容,而且在實踐方面能夠為企業(yè)人力資源管理者用心留住“90后”優(yōu)秀人才拓寬思路,對提高我國整體的“90后”人力資源管理水平也具有較強的指導意義。
[Abstract]:With more and more 90 into the workplace, they are from the new workplace gradually into the job force, is of vital importance to the development of enterprises. The enterprises, 90 generation employees are a group of special new employees "- they are entering the workplace, ambition, confidence yourself, there will be high expectations of society and the workplace too. But because of their lack of work experience and experience in joining the organization at the beginning of the psychological contract is a dynamic equilibrium formation and development, will continue to adjust the change of mutual responsibility and obligation perception. Therefore, if the enterprise wants to do a good job of" 90 "the management staff must attach importance to the influence of psychological contract violation of the" 90 "employee behavior and attitude, to prevent the occurrence of 90 employees psychological contract violation or in the event of the situation timely recovery Take appropriate remedial measures, avoid the "90" of the loss of staff, to enable enterprises to obtain sustainable development. Based on the behavior model of EVLN (E - V - exit behavior, voice behavior, L - N - loyalty behavior, ignore the behavior as the representative) to explore the influence of psychological contract violation of enterprises "90" employee behavior and attitude, and discuss the intermediary role played by organizational commitment between the two. In this paper, more than 400 90 employees for the survey, questionnaires to them. The questionnaire includes psychological contract scale, organizational commitment scale and EVLN scale. This research uses SPSS17.0 software as a tool for statistical analysis, descriptive statistical analysis of data difference analysis, factor analysis, variance analysis, correlation analysis and regression analysis. Through empirical analysis, a violation of their psychological contracts, research the relationship between organizational commitment and EVLN behavior, hope To achieve the following objectives: one is to study the sample enterprise "90" employee psychological contract violation, the overall situation of organizational commitment and EVLN behavior; two is to study the sample enterprise "90" employee psychological contract violation, the relationship between organizational commitment and the behavior of EVLN three; the three is to allow enterprises to recognize the antecedent cause "90 employees EVLN behavior, and can use the tools of psychological contract and improve the degree of organizational commitment to reduce the turnover rate of 90 employees. The main conclusions of this article:" 90 "enterprise employees' psychological contract violation negatively affect its commitment to the organization, a positive and significant effect on the negative behavior (including exit the behavior and neglect behavior), negatively affect the enthusiasm of behavior (including loyalty and voice behavior), and organizational commitment in the company" 90 "employee psychological contract violation on its back A full mediating effect and behavior loyalty. The innovation of this paper is: with the special background of the "90" new generation employees as the research object, and its psychological characteristics under the influence of workplace characteristics as the breakthrough point, to explore the behavior or attitude was shown after the breach in the psychological contract, the EVLN behavior model of these behavior are summarized, and joined the organizational commitment as mediating variables. In this study, the Psychological Contract 90 generation of employees against, organizational commitment and EVLN behavior of organic series, establish the relationship between them, so the human resources management field, many psychology and management of interdisciplinary research. This research not only in the category of theoretical research has enriched the research contents of psychological contract violation, organizational commitment and behavior model of EVLN, but also in practice for enterprises Industry human resources managers keep the idea of "post-90s" excellent talents in mind, which also has a strong guiding significance for improving the overall "post-90s" human resource management level in China.

【學位授予單位】：煙臺大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92

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本文編號：1376329