本文選題：擇業(yè)穩(wěn)定性　切入點(diǎn)：離職　出處：《江西農(nóng)業(yè)大學(xué)》2014年碩士論文　論文類(lèi)型：學(xué)位論文

【摘要】：自2004年珠三角洲地區(qū)出現(xiàn)民工荒以來(lái)，民工荒問(wèn)題愈演越烈，呈現(xiàn)蔓延之勢(shì)和常態(tài)化趨勢(shì)。這給企業(yè)尤其是勞動(dòng)密集型的中小企業(yè)帶來(lái)嚴(yán)重的考驗(yàn)，因此，促進(jìn)農(nóng)民工穩(wěn)定擇業(yè)成為政府和企業(yè)面臨的重大難題。而新生代農(nóng)民工由于出身背景和成長(zhǎng)環(huán)境的差異，與老生代農(nóng)民工有著明顯的區(qū)別，他們受教育程度較高，務(wù)農(nóng)經(jīng)歷較少，對(duì)物質(zhì)和精神享受的預(yù)期較高，但吃苦耐勞的意愿較弱。與老生代農(nóng)民工相比，他們的擇業(yè)穩(wěn)定性更低。這加劇了企業(yè)“用工荒”的不確定性。因此，實(shí)證分析新生代農(nóng)民工擇業(yè)穩(wěn)定性及其影響因素，對(duì)于促進(jìn)新生代農(nóng)民工穩(wěn)定擇業(yè)，緩解“民工荒”問(wèn)題，維系經(jīng)濟(jì)社會(huì)健康發(fā)展和穩(wěn)定具有重要的研究意義。 在此背景下，本文基于實(shí)地調(diào)查數(shù)據(jù)，在已有研究的基礎(chǔ)上，首先對(duì)新生代農(nóng)民工的擇業(yè)行為特征進(jìn)行簡(jiǎn)要描述，然后從在崗穩(wěn)定性和離職行為兩個(gè)維度來(lái)分析影響新生代農(nóng)民工擇業(yè)穩(wěn)定性的主要因素，以期為政府和企業(yè)促進(jìn)新生代農(nóng)民工穩(wěn)定擇業(yè)提供政策參考。 論文主要分為六個(gè)部分。第一章緒論部分，闡明本文的研究目的和意義，綜述國(guó)內(nèi)外關(guān)于農(nóng)民工擇業(yè)的研究現(xiàn)狀，闡述本文的研究思路、研究方法和數(shù)據(jù)來(lái)源，并對(duì)論文的可能創(chuàng)新之處和不足之處進(jìn)行了探討。第二章梳理了相關(guān)的就業(yè)基礎(chǔ)理論，介紹了轉(zhuǎn)移就業(yè)理論和離職理論，以期為本文的研究提供理論基礎(chǔ)和思路借鑒。第三章主要對(duì)農(nóng)民工的擇業(yè)行為進(jìn)行了統(tǒng)計(jì)描述，統(tǒng)計(jì)發(fā)現(xiàn)，新生代農(nóng)民工的擇業(yè)渠道主要依靠血緣關(guān)系，擇業(yè)動(dòng)機(jī)則呈現(xiàn)多元化趨勢(shì)，新生代農(nóng)民工擇業(yè)對(duì)社會(huì)地位和職業(yè)聲望的需求有所增強(qiáng)，他們從事第三產(chǎn)業(yè)的愿望較強(qiáng)烈，他們對(duì)工資底線(xiàn)預(yù)期的要求也較高。第四章運(yùn)用多元有序Logit模型分析了新生代農(nóng)民工在崗穩(wěn)定性及其影響因素，研究結(jié)果表明，年齡、技能、務(wù)工年數(shù)、社會(huì)保險(xiǎn)數(shù)是影響新生代農(nóng)民工在崗穩(wěn)定性的重要因素，是否參加培訓(xùn)對(duì)新生代農(nóng)民工在崗穩(wěn)定性有負(fù)面影響，而文化程度、常聯(lián)系朋友數(shù)、參加同鄉(xiāng)會(huì)和工資水平對(duì)新生代農(nóng)民工在崗穩(wěn)定性的影響則不顯著。第五章主要通過(guò)構(gòu)建兩階段Heckman模型對(duì)新生代農(nóng)民工的離職行為進(jìn)行了研究，分析結(jié)果表明，女性新生代農(nóng)民工和服務(wù)業(yè)的新生代農(nóng)民工離職意愿明顯更弱，工資水平和社會(huì)保險(xiǎn)數(shù)也是降低新生代農(nóng)民工離職傾向的重要因素；不同分類(lèi)下的新生代農(nóng)民工離職動(dòng)機(jī)存在明顯的差異。具體地，男性新生代農(nóng)民工、目前在崗持續(xù)時(shí)間較長(zhǎng)的新生代農(nóng)民工更傾向于因?yàn)閭�(gè)人發(fā)展原因而離職，女性新生代農(nóng)民工、已婚新生代農(nóng)民工則更可能因?yàn)楣べY收入而離職，，此外，新生代農(nóng)民工離職原因還存在明顯的行業(yè)差異、企業(yè)差異。第六章主要對(duì)論文研究的結(jié)論進(jìn)行梳理，并有針性地提出相應(yīng)的對(duì)策建議。
[Abstract]:Since the emergence of the shortage of migrant workers in the Pearl River Delta region in 2004, the problem of the shortage of migrant workers has become more and more serious, showing a tendency of spreading and normalizing. This has brought a serious test to enterprises, especially to the small and medium-sized labor-intensive enterprises, so, Promoting the stable choice of jobs for migrant workers has become a major problem for the government and enterprises. However, the new generation of migrant workers, because of the differences in background and growing environment, are obviously different from the older generation of migrant workers, and they have a higher level of education. Less experience in farming, higher expectations of material and spiritual enjoyment, but weaker willingness to bear hardships and stand hard work. They are less stable in their choice of jobs than the older generation of migrant workers. This exacerbates the uncertainty of the "employment shortage" in enterprises. An empirical analysis of the stability of the new generation of migrant workers and its influencing factors is of great significance in promoting the new generation of migrant workers to choose jobs stably, to alleviate the problem of "shortage of migrant workers", and to maintain the healthy development and stability of the economy and society. In this context, based on the field survey data, on the basis of existing research, this paper first briefly describes the characteristics of the new generation of migrant workers' job choice behavior. Then from the two dimensions of job stability and turnover behavior to analyze the main factors affecting the stability of the new generation of migrant workers in order to provide a policy reference for the government and enterprises to promote the new generation of migrant workers to choose a stable career. The first chapter introduces the purpose and significance of this paper, summarizes the current research situation of migrant workers at home and abroad, expounds the research ideas, research methods and data sources. And the possible innovations and shortcomings of the paper are discussed. Chapter two combs the relevant basic employment theory, introduces the transfer employment theory and turnover theory. In order to provide a theoretical basis and ideas for this study. Chapter three mainly describes the job selection behavior of migrant workers, statistics found that the new generation of migrant workers mainly rely on the blood relationship in their career selection channels. On the other hand, there is a trend of diversification in the motivation of choosing a job. The demand for social status and professional prestige of the new generation of migrant workers has increased, and their desire to engage in the tertiary industry is stronger. In Chapter 4th, we analyze the stability of the new generation of migrant workers and their influencing factors by using the multivariate ordered Logit model. The results show that age, skills, number of working years, The number of social insurance is an important factor affecting the stability of the new generation of migrant workers. Whether or not to participate in training has a negative impact on the stability of the new generation of migrant workers in the post. However, the influence of participating in the association and wage level on the stability of the new generation of migrant workers is not significant. Chapter 5th studies the turnover behavior of the new generation of migrant workers by constructing a two-stage Heckman model. The results show that: 1. The new generation of female migrant workers and the service industry of the new generation of migrant workers significantly weaker intention to leave, wage levels and social security are also important factors to reduce the new generation of migrant workers turnover intention; There are obvious differences in the motivation of the new generation of migrant workers in different categories. Specifically, the male new generation of migrant workers are more inclined to leave because of personal development reasons, and the new generation of migrant workers who have been on the job for a long time are more inclined to leave because of the reasons of personal development. Female new generation migrant workers, married new generation migrant workers are more likely to leave because of wage income, in addition, the new generation of migrant workers leave the cause of obvious industry differences, Chapter 6th mainly combs the conclusions of the paper and puts forward the corresponding countermeasures and suggestions.
【學(xué)位授予單位】：江西農(nóng)業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類(lèi)號(hào)】：F323.6;F249.2

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