本文選題：組織支持感　切入點：心理契約　出處：《吉林大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：在知識經(jīng)濟時代,IT行業(yè)發(fā)展迅速,傳統(tǒng)行業(yè)紛紛接軌互聯(lián)網(wǎng),IT人才整體需求量大幅度上升。伴隨而來的就是IT企業(yè)間激烈的人才競爭,然而IT企業(yè)員工的“跳槽”行為頻繁發(fā)生,IT企業(yè)員工忠誠度不高,人才結(jié)構(gòu)穩(wěn)定性弱,一定程度上阻礙IT行業(yè)的良性發(fā)展。對于IT行業(yè)這種知識密集型行業(yè),如何留住人才,提高員工忠誠度是一個值得研究的問題。IT企業(yè)員工不同于一般員工,他們需求層次高,自主性和創(chuàng)造性強,相較于一般員工來說IT企業(yè)員工會更加注重心理契約。本文在文獻研究的基礎(chǔ)上發(fā)現(xiàn)組織支持感,心理契約與員工忠誠度之間存在著相互關(guān)系,結(jié)合IT企業(yè)員工群體特征,將組織支持感的三個維度包括工作支持、利益關(guān)心、價值認(rèn)同作為自變量,將心理契約包括交易責(zé)任、發(fā)展責(zé)任、保障責(zé)任作為中介變量,IT員工忠誠度作為因變量,構(gòu)建理論模型。本研究采用實證研究法,借鑒前人成熟量表并結(jié)合研究對象實際情況形成調(diào)研問卷,最后搜集有效問卷210份作為本文的研究樣本。研究利用Spss21.0進行描述性統(tǒng)計分析、信度和效度分析,驗證問卷設(shè)計的合理性以及變量測度指標(biāo)的可靠性。利用Amos21.0進行結(jié)構(gòu)方程模型分析和中介效應(yīng)檢驗,來驗證模型和數(shù)據(jù)的擬合程度以及提出的假設(shè)。最終研究得到了以下結(jié)論:組織支持感和心理契約這兩個變量對IT員工忠誠度有顯著正向影響,并且心理契約作為中介變量在組織支持感與IT員工忠誠度之間發(fā)揮部分中介作用。根據(jù)研究結(jié)論,本文認(rèn)為IT企業(yè)想要提高員工忠誠度可以從提高員工組織支持感以及重視員工心理契約管理兩個方面入手。包括營造良好的工作氛圍;給予員工工作上的成就感;給員工更廣闊的職業(yè)發(fā)展空間;設(shè)置合理的薪酬;加強員工工作支持力度;給予員工足夠的重視;更多的關(guān)心員工的利益等。同時在論文最后分析研究中存在的局限性,并提出未來研究展望。
[Abstract]:With the rapid development of IT industry in the era of knowledge economy, the overall demand for IT talents in traditional industries has increased dramatically in line with the Internet. However, the "job-hopping" behavior of IT employees frequently occurs. The loyalty of IT employees is not high, and the stability of talent structure is weak. To some extent, it hinders the healthy development of IT industry. For this knowledge-intensive industry, how to retain talents? Improving employee loyalty is a problem worth studying. The employees of IT enterprises are different from the general employees. They have high level of demand, strong autonomy and creativity. On the basis of literature research, this paper finds that there is a mutual relationship between psychological contract and employee loyalty, which combines with the characteristics of the group of employees in IT enterprises. The three dimensions of organizational support include job support, interest concern, value identity as independent variables, psychological contract including transaction responsibility, development responsibility, security responsibility as intermediary variables and IT employee loyalty as dependent variable. This research adopts the empirical research method, draws lessons from the predecessor mature scale and combines the research object actual situation to form the questionnaire. Finally, 210 valid questionnaires were collected as the study samples. Descriptive statistical analysis, reliability and validity analysis were carried out using Spss21.0. The rationality of the questionnaire design and the reliability of the variable measure index are verified. The structural equation model analysis and intermediary effect test are carried out by using Amos21.0. Finally, the following conclusions are drawn: the two variables, organizational support and psychological contract, have a significant positive impact on IT employee loyalty. As an intermediary variable, psychological contract plays a part of intermediary role between organizational support and IT employee loyalty. This paper argues that IT enterprises want to improve employee loyalty from two aspects: enhancing the sense of organizational support and attaching importance to the psychological contract management of employees, including creating a good working atmosphere, giving employees a sense of achievement in their work, giving them a sense of achievement in their work. Give employees broader career development space; set up reasonable salary; strengthen staff work support; give sufficient attention to employees; more concern for the interests of employees. At the same time in the final analysis of the limitations of the study, The prospect of future research is put forward.
【學(xué)位授予單位】：吉林大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92

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