本文選題：知識(shí)型員工 + 心理資本��； 參考：《廣東財(cái)經(jīng)大學(xué)》2017年碩士論文

【摘要】：我國(guó)經(jīng)濟(jì)結(jié)構(gòu)正在從原來的數(shù)量經(jīng)濟(jì)向質(zhì)量經(jīng)濟(jì)轉(zhuǎn)型,知識(shí)型人才在質(zhì)量經(jīng)濟(jì)時(shí)代發(fā)揮著至關(guān)重要的作用。員工主動(dòng)離職的成本在企業(yè)稅前收入中占很大的比例,如何降低企業(yè)員工離職是企業(yè)必須面對(duì)的難題,也是人力資源管理實(shí)踐中要解決的實(shí)際問題。心理資本既是個(gè)體先天具備的一些心理特質(zhì),也包含個(gè)體后天學(xué)習(xí)形成相對(duì)穩(wěn)定的心理狀態(tài)。心理資本在員工應(yīng)對(duì)觸發(fā)離職傾向事件的過程中起著重要作用,因此,研究心理資本對(duì)員工離職傾向的影響尤為必要。本文基于情感事件理論展開心理資本對(duì)員工離職傾向影響的研究。文中從變量的定義、維度劃分、測(cè)量量表均采用國(guó)內(nèi)學(xué)者的成果,更契合我國(guó)人治的文化,更加注重本土化研究的應(yīng)用與拓展。通過對(duì)已有的研究梳理發(fā)現(xiàn),心理資本水平高的員工,在工作滿意度上表現(xiàn)出較高的滿意水平,尤其人際心理資本高的員工,他們往往是謙虛有禮,感恩奉獻(xiàn)等特質(zhì)較為突出,面對(duì)工作中薪酬和人際關(guān)系上表現(xiàn)出比常人更高的滿意水平,他們較少的因?yàn)榱诵匠晟喜淮蟮牟罹嗑蛯?duì)公司心懷怨憤,也不會(huì)因?yàn)榕c同事關(guān)系欠妥而輕易離職。本文通過問卷調(diào)查,收集了246份有效的知識(shí)型員工的答卷,實(shí)證研究結(jié)果證實(shí)了心理資本對(duì)離職傾向的負(fù)向影響,人際型心理資本對(duì)離職傾向存在顯著的負(fù)向影響,遺憾的是事務(wù)型心理資本對(duì)離職傾向的影響并不顯著,整體心理資本對(duì)離職傾向負(fù)向影響顯著,工作滿意度在心理資本對(duì)離職傾向影響過程的中介作用。
[Abstract]:The economic structure of our country is transforming from quantity economy to quality economy. Knowledge talents play a vital role in the era of quality economy. The cost of employee turnover accounts for a large proportion of the income before tax. How to reduce the turnover of employees is a difficult problem that enterprises must face, and it is also a practical problem to be solved in the practice of human resources management. Psychological capital is not only some inherent psychological characteristics of individuals, but also a relatively stable state of mind after learning. Psychological capital plays an important role in the process of triggering turnover intention event, so it is necessary to study the influence of psychological capital on employee turnover intention. Based on emotional event theory, this paper studies the influence of psychological capital on employee turnover intention. In this paper, the definition of variables, the division of dimensions and the measurement scale are all based on the achievements of domestic scholars, which are more in line with the culture of rule of man in China, and pay more attention to the application and development of localization research. Through the existing research, we find that the employees with high level of psychological capital have a higher level of satisfaction in job satisfaction, especially the employees with high interpersonal psychological capital, they are often modest and courteous, Thanksgiving, dedication and other characteristics are more prominent. Faced with a higher level of satisfaction at work and in relationships, they are less likely to complain about the company because of the small pay gap, and not easily quit because of poor relationships with their colleagues. In this paper, 246 valid questionnaires of knowledge workers are collected. The empirical results show that psychological capital has a negative effect on turnover intention, and interpersonal psychological capital has a significant negative effect on turnover intention. Unfortunately, the impact of transactional psychological capital on turnover intention is not significant, while overall psychological capital has a negative impact on turnover intention. Job satisfaction plays an intermediary role in the process of psychological capital's influence on turnover intention.
【學(xué)位授予單位】：廣東財(cái)經(jīng)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92

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