本文選題：醫(yī)藥代表　切入點(diǎn)：工作家庭沖突　出處：《中國礦業(yè)大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

【摘要】：改革開放30年以來，中國醫(yī)藥企業(yè)得到了快速發(fā)展，已成為國民經(jīng)濟(jì)的重要產(chǎn)業(yè)。醫(yī)藥代表是醫(yī)藥企業(yè)發(fā)展的主力軍，但醫(yī)藥代表的離職率較高。醫(yī)藥代表離職率高一直是困擾醫(yī)藥企業(yè)發(fā)展的難題，本文試圖從醫(yī)藥代表工作和家庭角度找到影響離職的因素，進(jìn)而為降低離職率提供理論上解決問題的方法。 作為醫(yī)藥業(yè)務(wù)的推動(dòng)者，醫(yī)藥代表肩負(fù)公司發(fā)展使命的同時(shí)，也承擔(dān)著巨大的壓力，時(shí)間和精力的有限性導(dǎo)致他們不能更好地平衡工作和家庭。工作和家庭是成年人最重要的兩個(gè)領(lǐng)域，當(dāng)他們難以同時(shí)滿足這兩個(gè)不同領(lǐng)域的角色時(shí)，就會(huì)導(dǎo)致工作家庭沖突。工作家庭沖突會(huì)影響到個(gè)體的情緒，不利于績效的完成，而承擔(dān)訂單和薪酬壓力的醫(yī)藥代表在面臨不能完成績效的情況下，就會(huì)對工作產(chǎn)生倦怠心理，長此以往，醫(yī)藥代表承受不住各種壓力，會(huì)產(chǎn)生離職傾向。在本研究中,我們認(rèn)為工作家庭沖突是工作倦怠的前因變量,對工作倦怠產(chǎn)生影響�；诖耍覀兲岢隽酸t(yī)藥代表由于工作家庭沖突,進(jìn)而產(chǎn)生工作倦怠,從而使醫(yī)藥代表產(chǎn)生離職傾向,對此進(jìn)行實(shí)證研究，以期為醫(yī)藥企業(yè)降低醫(yī)藥代表離職傾向提供參考性建議。 本研究的目的是豐富工作家庭沖突和工作倦怠理論的研究內(nèi)容，幫助一線醫(yī)藥代表消除離職傾向，確立職業(yè)發(fā)展規(guī)劃，更好地投入工作并實(shí)現(xiàn)自我價(jià)值，進(jìn)而幫助醫(yī)藥企業(yè)穩(wěn)定銷售隊(duì)伍。基于此，本研究首先闡述了研究的背景和意義，在對國內(nèi)外研究學(xué)者關(guān)于工作家庭沖突和離職傾向綜述的基礎(chǔ)上，，借鑒前人的研究成果，結(jié)合對醫(yī)藥代表進(jìn)行的實(shí)地深度訪談，提出醫(yī)藥代表工作家庭沖突對離職傾向產(chǎn)生影響的作用機(jī)制，并構(gòu)建出概念模型，界定了各變量的測度項(xiàng)目。在實(shí)證階段，通過問卷調(diào)研和樣本數(shù)據(jù)收集，研究的樣本包括中國境內(nèi)30多家醫(yī)藥企業(yè)中的530名醫(yī)藥代表，運(yùn)用統(tǒng)計(jì)軟件SPSS17.0，對假設(shè)模型進(jìn)行驗(yàn)證，并對檢驗(yàn)結(jié)果進(jìn)行分析，得出以下結(jié)論：醫(yī)藥代表工作家庭沖突對其工作倦怠和離職傾向具有顯著的正向影響；工作倦怠的疏離和低職業(yè)效能感兩個(gè)維度在醫(yī)藥代表工作家庭沖突與離職傾向之間起到部分中介作用；醫(yī)藥代表工作家庭沖突對工作倦怠和離職傾向的不同維度產(chǎn)生影響作用的路徑是不同的。最后根據(jù)理論分析和實(shí)證研究結(jié)果，提出了針對醫(yī)藥企業(yè)的工作家庭沖突的應(yīng)對策略，對研究的局限性和展望進(jìn)行了總結(jié)。
[Abstract]:After 30 years of reform and opening up, Chinese pharmaceutical enterprises have developed rapidly and become an important industry of the national economy. Pharmaceutical representatives are the main force in the development of pharmaceutical enterprises. However, the high turnover rate of pharmaceutical representatives has always been a difficult problem for the development of pharmaceutical enterprises. This paper tries to find out the factors that affect the turnover from the perspective of the work and family of pharmaceutical representatives. Then it provides a theoretical solution to the problem for reducing the turnover rate. As the promoters of pharmaceutical business, pharmaceutical representatives shoulder the development mission of the company, but also bear tremendous pressure. The limitation of time and energy makes it impossible for them to strike a better balance between work and family. Work and family are the two most important areas for adults, when it is difficult for them to fulfill their roles in both different fields. This will lead to work-family conflict, which will affect the individual's mood and is not conducive to the achievement of performance. However, the medical representative who is under the pressure of order and salary will produce burnout on the job when he is faced with the situation that he cannot complete his performance. In this study, we think that work-family conflict is a pre-dependent variable of job burnout, which has an impact on job burnout. In this paper, we propose that pharmaceutical representatives have job burnout because of the conflict between work and family, and then make medical representatives leave their jobs. The empirical study is carried out in order to provide reference suggestions for pharmaceutical enterprises to reduce the turnover intention of pharmaceutical representatives. The purpose of this study is to enrich the research content of the theory of work-family conflict and job burnout, to help first-line medical representatives to eliminate turnover intention, to establish career development planning, to better engage in work and to realize self-worth. Based on this, this study first expounds the background and significance of the research, on the basis of the summary of domestic and foreign researchers on work-family conflict and turnover intention, draw lessons from previous research results. Combined with in-depth field interviews with pharmaceutical representatives, this paper puts forward the mechanism of the impact of work-family conflict on turnover intention, constructs a conceptual model, and defines the measurement items of each variable. Through questionnaire investigation and sample data collection, the sample includes 530 pharmaceutical representatives from more than 30 pharmaceutical enterprises in China. Using SPSS 17.0, the hypothesis model is verified and the test results are analyzed. The conclusions are as follows: medical representatives' work-family conflict has a significant positive effect on job burnout and turnover intention; The two dimensions of job burnout, alienation and low sense of occupational efficacy, play a part of the intermediary role between medical representatives' work-family conflict and turnover intention; There are different ways for pharmaceutical representatives' work-family conflict to influence the different dimensions of job burnout and turnover intention. Finally, according to the theoretical analysis and empirical research results, the author puts forward the coping strategies for the work-family conflict of pharmaceutical enterprises. The limitations and prospects of the research are summarized.
【學(xué)位授予單位】：中國礦業(yè)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F272.92;F426.72

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