本文關(guān)鍵詞： 心理契約 組織責(zé)任 員工責(zé)任 離職傾向　出處：《山東大學(xué)》2013年碩士論文　論文類型：學(xué)位論文

【摘要】：人員的流動(dòng)屬于人才流動(dòng)的正�，F(xiàn)象,但是當(dāng)今大學(xué)生高頻率的離職問(wèn)題引起了人們的高度關(guān)注,離職對(duì)大學(xué)生自身和組織都會(huì)帶來(lái)不利影響,因此加強(qiáng)降低新畢業(yè)大學(xué)生離職率的研究是當(dāng)務(wù)之急。當(dāng)前有關(guān)離職問(wèn)題的研究并不少見(jiàn),其中也不乏針對(duì)大學(xué)生群體的研究,但是現(xiàn)有的相關(guān)研究是從工作滿意度、工作倦怠,或者從心理契約的組織責(zé)任展開的。本文基于雙視角的心理契約從組織者和大學(xué)生自身兩個(gè)角度對(duì)新畢業(yè)的大學(xué)生的離職問(wèn)題進(jìn)行研究,從心理契約組織責(zé)任、員工責(zé)任出發(fā),分析兩者在規(guī)范維度、人際維度和發(fā)展維度上感知的差異性,探討大學(xué)生和組織者在心理契約感知上的差異性對(duì)大學(xué)生離職傾向的影響,以尋求大學(xué)生離職的動(dòng)機(jī)和原因。 本文以新畢業(yè)大學(xué)生及其組織管理者為被試展開實(shí)證研究,大學(xué)生和組織者問(wèn)卷中心理契約部分的問(wèn)卷采用的是我國(guó)學(xué)者李原等人設(shè)計(jì)的量表,大學(xué)生離職傾向量表在借鑒國(guó)外學(xué)者相關(guān)研究的基礎(chǔ)上,采用的我國(guó)學(xué)者崔來(lái)意等人設(shè)計(jì)的量表。此后,運(yùn)用SPSS19.0和AMOS17.0數(shù)據(jù)分析軟件進(jìn)行數(shù)據(jù)分析,研究結(jié)果表明：新畢業(yè)大學(xué)生和組織者在心理契約組織責(zé)任和員工責(zé)任感知上存在顯著差異,即兩者對(duì)心理契約內(nèi)容的感知存在顯著差異,兩者在心理契約組織責(zé)任以及其規(guī)范維度上的差異不顯著,但是兩者在心理契約員工責(zé)任及其規(guī)范維度、人際維度和發(fā)展維度上存在顯著差異；大學(xué)生與組織者在心理契約組織責(zé)任和員工責(zé)任感知上的差異性對(duì)大學(xué)生員工的離職傾向具有顯著的正相關(guān)關(guān)系即：兩者在心理契約組織責(zé)任,員工責(zé)任以及各個(gè)維度上感知的差異越大,離職傾向越大；人口統(tǒng)計(jì)學(xué)變量對(duì)大學(xué)生心理契約組織責(zé)任,員工責(zé)任以及各個(gè)維度都具有顯著差異。最后本文根據(jù)研究結(jié)果對(duì)降低大學(xué)生的離職率問(wèn)題從管理者和大學(xué)生自身兩個(gè)角度提出了管理建議,并對(duì)未來(lái)該方面的研究進(jìn)行了展望。
[Abstract]:The mobility of personnel belongs to the normal phenomenon of talent mobility, but nowadays, the high frequency of college students leaving jobs has aroused people's high attention, leaving the university students themselves and organizations will have a negative impact. Therefore, it is urgent to strengthen the research on reducing the turnover rate of new graduates. The current research on the issue of turnover is not uncommon, among which there is no lack of research on the group of college students. But the existing research is from job satisfaction, job burnout. Or from the psychological contract of organizational responsibility. This article based on the dual perspective of psychological contract from the organizers and college students themselves two angles of departure from the new graduate of college students to study from the psychological contract of organizational responsibility. From the perspective of employee responsibility, this paper analyzes the differences of perception between them in the normative dimension, interpersonal dimension and development dimension, and probes into the influence of the differences in the perception of psychological contract between college students and organizers on college students' turnover intention. In order to seek college students leave the motivation and reasons. This paper takes the newly graduated students and their organization managers as the subjects to carry out an empirical study. The psychological contract part of the questionnaire for college students and organizers adopts the scale designed by Li Yuan and other Chinese scholars. Based on the relevant studies of foreign scholars, the scale of college students' turnover intention adopted the scale designed by Cui Lai Yi, a Chinese scholar, and so on. Using SPSS19.0 and AMOS17.0 data analysis software for data analysis. The results show that there are significant differences in the perception of organizational responsibility and employee responsibility between the new graduates and the organizers, that is, there is a significant difference in the perception of the content of the psychological contract between the two. There is no significant difference between the two in the organizational responsibility of psychological contract and its normative dimension, but there are significant differences between the two in the psychological contract employee responsibility and its normative dimension, interpersonal dimension and development dimension. There is a significant positive correlation between the difference of the organizational responsibility of psychological contract and the perception of employee responsibility between the university students and the organizer, that is, the difference between them in the organizational responsibility of psychological contract. The greater the difference in employee responsibility and perception in each dimension, the greater the turnover intention; Demographic variables are responsible for college students' psychological contract organization. There are significant differences in employee responsibility and each dimension. Finally, according to the results of the study, this paper puts forward management suggestions from the two perspectives of managers and college students themselves to reduce the turnover rate of college students. The future research in this field is prospected.
【學(xué)位授予單位】：山東大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類號(hào)】：F272.92;G647.38

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本文編號(hào)：1449169