【摘要】：21世紀(jì)是知識(shí)經(jīng)濟(jì)的時(shí)代,人作為知識(shí)的重要載體,對(duì)企業(yè)的生存和發(fā)展起著關(guān)鍵性的作用,其重要性日益凸顯。與此同時(shí),信息全球化促進(jìn)了知識(shí)的共享和傳播,使得人力資源可以更方便快捷在組織間流動(dòng)。而經(jīng)濟(jì)一體化加強(qiáng)了企業(yè)間的聯(lián)系,也讓企業(yè)間的競(jìng)爭(zhēng)更加激烈,特別是對(duì)人才的爭(zhēng)奪愈加激烈。因此,如何更好地吸引和保留人才一直以來(lái)都是學(xué)術(shù)界和企業(yè)管理者關(guān)注的重要問(wèn)題。多年來(lái)學(xué)者們提出了眾多的理論和模型,以更好地闡釋和預(yù)測(cè)員工的離職傾向和行為。在這些研究中,工作承諾被認(rèn)為是影響員工離職的決定因素之一,特別是員工對(duì)自身組織和職業(yè)的承諾能很好預(yù)測(cè)他們的離職傾向,但是其他形式的承諾沒有得到更多的關(guān)注。鑒于人們與其工作生活的地區(qū)所建立的情感紐帶,考察他們對(duì)所在地區(qū)的承諾對(duì)于理解離職行為有重要的意義。有鑒于此,我們?cè)诒狙芯恐幸雲(yún)^(qū)域承諾的概念,以拓展離職研究的視域。這對(duì)于探究承諾理論與離職傾向的關(guān)系具有重要的現(xiàn)實(shí)和理論意義。為此,本文以區(qū)域承諾為切入點(diǎn),分析工作承諾(職業(yè)承諾和組織承諾)與區(qū)域承諾對(duì)員工離職傾向影響的相對(duì)大小,并檢驗(yàn)了根植意愿在職業(yè)承諾、組織承諾、區(qū)域承諾和離職傾向關(guān)系中的中介作用。本研究通過(guò)調(diào)查問(wèn)卷共收集到321份有效問(wèn)卷,通過(guò)對(duì)這些有效問(wèn)卷的分析發(fā)現(xiàn):區(qū)域承諾對(duì)離職傾向具有負(fù)向影響,根植意愿在職業(yè)承諾和區(qū)域承諾與離職傾向間起到部分中介作用。在與離職傾向的關(guān)系中,組織承諾對(duì)離職傾向的影響最大,其次為職業(yè)承諾,最小為區(qū)域承諾。在與根植意愿的關(guān)系中,區(qū)域承諾對(duì)根植意愿的影響最大,其次為職業(yè)承諾,最小為組織承諾。為此,第一,企業(yè)應(yīng)該重視培養(yǎng)員工對(duì)于公司的情感,增強(qiáng)員工的組織承諾。第二,企業(yè)應(yīng)該滿足員工的職業(yè)發(fā)展要求,提高員工對(duì)自已職業(yè)的態(tài)度和情感。第三,企業(yè)還應(yīng)該努力培養(yǎng)員工對(duì)所處地區(qū)的情感,從而降低員工的離職傾向。第四,企業(yè)在招聘的過(guò)程中也可以選擇具有較高區(qū)域承諾的員工。
[Abstract]:The 21st century is the era of knowledge economy. As an important carrier of knowledge, human being plays a key role in the survival and development of enterprises. At the same time, the globalization of information promotes the sharing and dissemination of knowledge, which makes human resources more convenient and quick to flow between organizations. Economic integration strengthens the relationship between enterprises, also makes the competition between enterprises more fierce, especially the competition for talents. Therefore, how to better attract and retain talents has always been an important issue of academic and corporate managers. Over the years, many theories and models have been proposed to better explain and predict employee turnover intention and behavior. In these studies, job commitment is considered to be one of the determinants of employee turnover, especially the commitment of employees to their own organization and occupation can well predict their turnover intention, but other forms of commitment have not received more attention. In view of the emotional ties established between people and the region where they work, it is important to examine their commitment to the region to understand turnover behavior. In view of this, we introduce the concept of regional commitment to expand the perspective of the turnover study. This has important practical and theoretical significance for exploring the relationship between commitment theory and turnover intention. Therefore, this paper takes the regional commitment as the starting point, analyzes the relative influence of the work commitment (career commitment and organizational commitment) and the regional commitment on employee turnover intention, and tests the rooted intention in career commitment and organizational commitment. The intermediary role of regional commitment and turnover intention. A total of 321 valid questionnaires were collected in this study. Through the analysis of these valid questionnaires, it was found that regional commitment had a negative effect on turnover intention. Rooted intention plays a part of intermediary role between career commitment, regional commitment and turnover intention. In the relationship between organizational commitment and turnover intention, organizational commitment has the greatest influence on turnover intention, followed by career commitment and regional commitment. In the relationship between regional commitment and the intention of root planting, regional commitment had the greatest influence on the intention of root planting, followed by professional commitment and organizational commitment. Therefore, first, the enterprise should pay attention to cultivate the employee's emotion for the company and strengthen the employee's organizational commitment. Second, enterprises should meet the needs of employees' career development and improve their attitudes and feelings towards their own careers. Third, the company should also try to cultivate the staff of the region of emotion, so as to reduce the turnover intention of employees. Fourth, in the recruitment process, enterprises can also choose employees with higher regional commitment.
【學(xué)位授予單位】：中國(guó)科學(xué)技術(shù)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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