本文選題：挑戰(zhàn)性-阻斷性壓力 + 自我效能��； 參考：《哈爾濱工業(yè)大學(xué)》2014年碩士論文

【摘要】：社會(huì)發(fā)展與經(jīng)濟(jì)全球化的不斷深化使得企業(yè)競(jìng)爭(zhēng)日趨激烈，組織管理者越來越提倡高標(biāo)準(zhǔn)、快節(jié)奏的工作環(huán)境，員工面臨的壓力越來越大，過高的工作壓力不僅危害員工的身體健康，也會(huì)對(duì)員工的工作態(tài)度產(chǎn)生影響，甚至?xí)绊憜T工的留任傾向。因此，研究工作壓力對(duì)員工離職傾向的影響對(duì)于促進(jìn)企業(yè)持續(xù)穩(wěn)定發(fā)展具有非常重要的意義。 本研究構(gòu)建了挑戰(zhàn)性-阻斷性壓力對(duì)離職傾向影響及作用模型，包括挑戰(zhàn)性壓力、阻斷性壓力、自我效能、目標(biāo)導(dǎo)向和離職傾向五個(gè)變量。主要研究挑戰(zhàn)性壓力和阻斷性壓力對(duì)離職傾向的影響，自我效能在其中起到的中介作用以及目標(biāo)導(dǎo)向起到的調(diào)節(jié)作用。其中，，目標(biāo)導(dǎo)向包括學(xué)習(xí)目標(biāo)導(dǎo)向、證明目標(biāo)導(dǎo)向和回避目標(biāo)導(dǎo)向三個(gè)維度。驗(yàn)證了挑戰(zhàn)性-阻斷性壓力對(duì)離職傾向的影響，并從壓力管理、最大化自我效能等方面為組織管理者提出了可操作的策略建議。 根據(jù)問卷調(diào)查和數(shù)據(jù)分析的結(jié)果，本研究指出：挑戰(zhàn)性壓力對(duì)離職傾向具有倒U型影響關(guān)系，阻斷性壓力對(duì)離職傾向具有正向影響；自我效能在挑戰(zhàn)性與離職傾向以及阻斷性壓力與離職傾向的關(guān)系中都起到了中介作用；目標(biāo)導(dǎo)向的三個(gè)維度中，學(xué)習(xí)目標(biāo)導(dǎo)向?qū)μ魬?zhàn)性壓力與離職傾向的關(guān)系具有正向調(diào)節(jié)作用，但對(duì)阻斷性壓力與離職傾向的關(guān)系也具有正向調(diào)節(jié)作用。即學(xué)習(xí)導(dǎo)向高時(shí)挑戰(zhàn)性壓力所引起的離職傾向越少，阻斷性壓力所引起的離職傾向越多；證明目標(biāo)導(dǎo)向?qū)μ魬?zhàn)性壓力與離職傾向的關(guān)系具有正向調(diào)節(jié)作用，對(duì)阻斷性壓力與離職傾向之間的影響具有正向調(diào)節(jié)作用。即證明導(dǎo)向高時(shí)挑戰(zhàn)性壓力所引起的離職傾向越少，阻斷性壓力所引起的離職傾向越多；回避目標(biāo)導(dǎo)向?qū)μ魬?zhàn)性壓力與離職傾向的關(guān)系具有負(fù)向調(diào)節(jié)作用，但對(duì)阻斷性壓力與離職傾向的關(guān)系不具有調(diào)節(jié)作用。即回避導(dǎo)向高時(shí)挑戰(zhàn)性壓力引起的離職傾向越多。 因此，企業(yè)管理者要注重員工的壓力管理，為員工提供針對(duì)性的引導(dǎo)和培訓(xùn)，最大化員工的自我效能，建立回報(bào)獎(jiǎng)勵(lì)機(jī)制和建立學(xué)習(xí)交流小組等以優(yōu)化組織的目標(biāo)導(dǎo)向。
[Abstract]:With the development of society and the deepening of economic globalization, the competition of enterprises is becoming more and more intense, and organizational managers are increasingly advocating a high standard, fast-paced work environment, and the pressure on employees is increasing. Excessive work stress not only harms the health of employees, but also affects their attitude to work, and even affects their retention tendency. Therefore, it is of great significance to study the influence of work pressure on employee turnover intention to promote the sustainable and stable development of enterprises. This study builds a model of the effect of challenging and blocking stress on turnover intention, including five variables: challenging stress, blocking stress, self-efficacy, goal-oriented and turnover intention. This paper mainly studies the influence of challenging stress and blocking pressure on turnover intention, the mediating role of self-efficacy and the regulating effect of goal-oriented. Among them, goal-orientation includes three dimensions: learning goal-orientation, proving goal-oriented and evading goal-oriented. It verifies the influence of challenging-blocking stress on turnover intention, and puts forward operational strategy suggestions for organization managers from the aspects of stress management, maximization of self-efficacy and so on. Based on the results of questionnaire and data analysis, this study points out that: challenging stress has a negative U-shaped effect on turnover intention, and blocking pressure has a positive effect on turnover intention; Self-efficacy plays an intermediary role in the relationship between challenge and turnover intention, blocking pressure and turnover intention. Learning goal orientation can positively regulate the relationship between challenging stress and turnover intention, but it can also positively regulate the relationship between blocking pressure and turnover intention. That is, the less the turnover intention caused by the challenging stress of learning orientation, the more the turnover intention caused by the blocking pressure, which proves that the goal orientation has a positive effect on the relationship between the challenging stress and the turnover intention. It has a positive effect on the influence of blocking pressure and turnover intention. That is, the less the turnover intention caused by the challenging pressure, the more the turnover intention caused by the blocking pressure, and the negative effect of the avoidance goal orientation on the relationship between the challenging pressure and the turnover intention, and the negative effect of the avoidance goal orientation on the relationship between the challenging pressure and the turnover intention. But it has no effect on the relationship between blocking pressure and turnover intention. That is to say, the more challenging pressure induced by avoidance orientation, the more turnover intention. Therefore, enterprise managers should pay attention to the stress management of employees, provide targeted guidance and training for employees, maximize the self-efficacy of employees, establish reward mechanism and set up learning exchange groups to optimize the organization's goal orientation.
【學(xué)位授予單位】：哈爾濱工業(yè)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F224

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