【摘要】：近年來,零售業(yè)成為了經(jīng)濟(jì)發(fā)展中的熱點(diǎn)行業(yè)之一。大型超市作為零售業(yè)業(yè)態(tài)之一,其發(fā)展速度較快,但是從業(yè)人員數(shù)量無法滿足行業(yè)快速發(fā)展的需求。隨著經(jīng)濟(jì)的不斷發(fā)展,整個零售業(yè)面臨著人才瓶頸,招聘難與留人難問題日益嚴(yán)峻。大型超市面臨著基層員工流失率高的問題,員工流失在給大型超市帶來很大損失的同時,也對大型超市經(jīng)濟(jì)效益和未來的發(fā)展產(chǎn)生重要的影響。因此,解決基層員工流失問題具有一定的實(shí)踐意義。本文在對相關(guān)文獻(xiàn)進(jìn)行綜述的基礎(chǔ)上,發(fā)現(xiàn)員工心理契約違背會對其離職傾向產(chǎn)生影響,且兩者之間存在復(fù)雜的關(guān)系,因此,本文選擇大型超市基層員工作為研究對象,采用問卷調(diào)查法對蘇州地區(qū)永旺、歐尚、大潤發(fā)、華潤萬家、樂購5個大型超市的350名基層員工進(jìn)行了問卷調(diào)查,運(yùn)用SPSS21.0統(tǒng)計軟件對所收集的有效調(diào)查問卷數(shù)據(jù)進(jìn)行了描述性統(tǒng)計分析,對心理契約違背、工作滿意度、離職傾向量表進(jìn)行效度與信度分析,對心理契約違背兩個維度分別與工作滿意度、離職傾向以及工作滿意度與離職傾向進(jìn)行相關(guān)分析與回歸分析,運(yùn)用層級回歸的方法檢驗(yàn)工作滿意度在心理契約違背與離職傾向關(guān)系間的中介作用,得出研究結(jié)論。本文的研究發(fā)現(xiàn)如下：(1)大型超市基層員工現(xiàn)實(shí)型契約違背、發(fā)展型契約違背與工作滿意度呈負(fù)相關(guān)關(guān)系；(2)大型超市基層員工現(xiàn)實(shí)型契約違背、發(fā)展型契約違背與離職傾向呈正相關(guān)關(guān)系；(3)大型超市基層員工工作滿意度與離職傾向呈負(fù)相關(guān)關(guān)系；(4)工作滿意度在大型超市基層員工現(xiàn)實(shí)型契約違背、發(fā)展型契約違背與離職傾向之間起部分中介作用。在上述研究結(jié)論的基礎(chǔ)上,本文提出了降低大型超市基層員工心理契約違背水平與離職傾向的對策建議：(1)構(gòu)建雙方認(rèn)可的心理契約；(2)建立有競爭力的薪酬體系；(3)重視員工的意見；(4)加強(qiáng)員工工作的挑戰(zhàn)性與自主性；(5)重視員工職業(yè)發(fā)展管理。
[Abstract]:In recent years, retailing has become one of the hot industries in economic development. As one of the retail formats, large supermarkets develop rapidly, but the number of employees can not meet the needs of the rapid development of the industry. With the continuous development of economy, the whole retail industry is facing the bottleneck of talents, and the problem of recruitment and retention is becoming more and more serious. Large supermarkets are faced with the problem of high turnover rate of employees at the grass-roots level. Employee turnover not only brings great losses to large supermarkets, but also has an important impact on the economic benefits and future development of large supermarkets. Therefore, it is of practical significance to solve the problem of employee turnover at the grass-roots level. Based on the review of the relevant literature, this paper finds that the psychological contract violation of employees will have an impact on their turnover intention, and there is a complex relationship between the two. Therefore, this paper chooses the grass-roots staff of large supermarkets as the research object. A questionnaire survey was conducted among 350 grass-roots employees of Yongwang, Oshang, Da Runfa, Huarun Wanjia and Tesco supermarkets in Suzhou. The effective questionnaire data collected were analyzed by SPSS21.0 statistical software, and the validity and reliability of psychological contract violation, job satisfaction and turnover intention scale were analyzed. This paper makes a correlation analysis and regression analysis between the two dimensions of psychological contract violation and job satisfaction, turnover intention, job satisfaction and turnover intention, respectively. The hierarchical regression method is used to test the intermediary role of job satisfaction in the relationship between psychological contract violation and turnover intention, and the research conclusion is drawn. The findings of this paper are as follows: (1) there is a negative correlation between the realistic contract violation and the job satisfaction of the grass-roots staff in large supermarkets; (2) the realistic contract violation of the grass-roots staff in large supermarkets is positively correlated with the turnover intention, (3) there is a negative correlation between job satisfaction and turnover intention of the grass-roots staff in large supermarkets, and (3) there is a negative correlation between the job satisfaction and turnover intention of the grass-roots staff in large supermarkets. (4) Job satisfaction plays a part of intermediary role between realistic contract violation, developmental contract violation and turnover intention of grass-roots employees in large supermarkets. On the basis of the above research conclusions, this paper puts forward some countermeasures and suggestions to reduce the level of psychological contract violation and turnover tendency of grass-roots employees in large supermarkets: (1) to construct a psychological contract approved by both sides, (2) to establish a competitive salary system, and (2) to establish a competitive salary system. (3) attach importance to the opinions of employees, (4) strengthen the challenges and autonomy of employees' work, and (5) attach importance to the management of staff career development.
【學(xué)位授予單位】：揚(yáng)州大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2016
【分類號】：F272.92;F721.7

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