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》2014年碩士論文

【摘要】：社會發(fā)展與經濟全球化的不斷深化使得企業(yè)競爭日趨激烈，組織管理者越來越提倡高標準、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，也會對員工的工作態(tài)度產生影響，甚至會影響員工的留任傾向。因此，研究工作壓力對員工離職傾向的影響對于促進企業(yè)持續(xù)穩(wěn)定發(fā)展具有非常重要的意義。 本研究構建了挑戰(zhàn)性-阻斷性壓力對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、目標導向和離職傾向五個變量。主要研究挑戰(zhàn)性壓力和阻斷性壓力對離職傾向的影響，自我效能在其中起到的中介作用以及目標導向起到的調節(jié)作用。其中，，目標導向包括學習目標導向、證明目標導向和回避目標導向三個維度。驗證了挑戰(zhàn)性-阻斷性壓力對離職傾向的影響，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。 根據問卷調查和數據分析的結果，本研究指出：挑戰(zhàn)性壓力對離職傾向具有倒U型影響關系，阻斷性壓力對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系中都起到了中介作用；目標導向的三個維度中，學習目標導向對挑戰(zhàn)性壓力與離職傾向的關系具有正向調節(jié)作用，但對阻斷性壓力與離職傾向的關系也具有正向調節(jié)作用。即學習導向高時挑戰(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；證明目標導向對挑戰(zhàn)性壓力與離職傾向的關系具有正向調節(jié)作用，對阻斷性壓力與離職傾向之間的影響具有正向調節(jié)作用。即證明導向高時挑戰(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；回避目標導向對挑戰(zhàn)性壓力與離職傾向的關系具有負向調節(jié)作用，但對阻斷性壓力與離職傾向的關系不具有調節(jié)作用。即回避導向高時挑戰(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，為員工提供針對性的引導和培訓，最大化員工的自我效能，建立回報獎勵機制和建立學習交流小組等以優(yōu)化組織的目標導向。
[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.
【學位授予單位】：哈爾濱工業(yè)大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F272.92;F224

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