本文選題：離職意向　切入點(diǎn)：組織公平　出處：《山西醫(yī)科大學(xué)》2017年碩士論文

【摘要】：目的本研究旨在通過質(zhì)性研究探究影響我國民營企業(yè)高管離職意向的組織環(huán)境水平和個(gè)體水平的關(guān)鍵因素,并在此基礎(chǔ)上通過問卷調(diào)查探討離職意向與組織公平、情感承諾和工作滿意度的關(guān)系。方法質(zhì)性研究:通過對(duì)山西省太原市國家高新技術(shù)開發(fā)區(qū)入駐企業(yè)的20位企業(yè)高管進(jìn)行深度訪談,獲取一手研究資料。采用扎根理論的方法對(duì)收集的訪談資料進(jìn)行三級(jí)編碼形成核心范疇,確定調(diào)查研究的關(guān)鍵變量,對(duì)變量的概念內(nèi)涵進(jìn)行界定,選擇合適的測量工具。問卷調(diào)查:根據(jù)文獻(xiàn)回顧和質(zhì)性研究結(jié)果提出理論模型,選用國內(nèi)外相關(guān)量表組成調(diào)研問卷,對(duì)山西省太原市國家高新技術(shù)開發(fā)區(qū)112家公司的297位企業(yè)高管進(jìn)行問卷調(diào)查。結(jié)果質(zhì)性研究:組織公平和情感承諾是影響民營企業(yè)高管工作滿意度及離職意向的關(guān)鍵因素。組織公平包含公平的發(fā)展機(jī)會(huì)、平等的待遇、信息的公平、公平的程序等因素;情感承諾包含歸屬感、共同的價(jià)值觀、工作有意義等因素。問卷調(diào)查:相關(guān)研究表明,離職意向與組織公平、情感承諾均呈負(fù)相關(guān)關(guān)系(r=-.37,r=-.29,p.01);工作滿意度與組織公平、情感承諾均呈正相關(guān)關(guān)系(r=.68 r=.58,p.01);離職意向與工作滿意度呈負(fù)相關(guān)關(guān)系(r=-.37,p.01);回歸研究表明,以工作滿意度為因變量,組織公平(β=.498,p.001)和情感承諾(β=.324,p.001)對(duì)工作滿意度的回歸系數(shù)顯著,工作滿意度在組織公平(95%CI=[-0.2484,-0.0069])和情感承諾(95%CI=[-0.3018,-0.0570])與離職意向的關(guān)系中起到中介作用。結(jié)論(1)影響民營企業(yè)高管離職意向的組織環(huán)境水平和個(gè)體水平的關(guān)鍵因素分別為組織公平和情感承諾。(2)組織公平和情感承諾通過工作滿意度對(duì)企業(yè)高管的離職意向產(chǎn)生影響。
[Abstract]:Objective the purpose of this study is to explore the key factors that affect the organizational environment level and individual level of senior executives' turnover intention in private enterprises in China through qualitative research, and on the basis of this, to explore the turnover intention and organizational fairness through questionnaires. The relationship between affective commitment and job satisfaction. A qualitative study of methods: through in-depth interviews with 20 corporate executives in Taiyuan National Hi-tech Development Zone, Shanxi Province, Acquire primary research data. Adopt the method of rooted theory to code the interview data into three levels to form the core category, determine the key variables of investigation and study, define the concept connotation of the variables. According to the literature review and qualitative research results, a theoretical model was put forward, and a questionnaire was made up of relevant scales at home and abroad. A questionnaire survey was conducted among 297 senior executives of 112 companies in Taiyuan, Shanxi province. The qualitative study showed that organizational fairness and affective commitment influenced the job satisfaction and turnover intention of private executives. Organizational equity includes equitable opportunities for development, Factors such as equal treatment, fair information, fair procedure, emotional commitment including sense of belonging, shared values, meaningful work, etc. Questionnaire: relevant studies show that turnover intention and organizational fairness, There was a negative correlation between affective commitment and job satisfaction. There was a negative correlation between job satisfaction and organizational justice, and there was a positive correlation between affective commitment and job satisfaction. There was a negative correlation between turnover intention and job satisfaction. Regression analysis showed that job satisfaction was a dependent variable. The regression coefficients of organizational justice (尾 -498p. 001) and affective commitment (尾 .324p. 001) on job satisfaction were significant. Job satisfaction plays an intermediary role in the relationship between organizational justice 95CI = [-0.2484- 0.0069] and affective commitment 95CI= [-0.3018- 0.0570]. Conclusion 1) the key factors influencing the organizational environment level and individual level of senior executives' turnover intention in private enterprises are organizational environment level and individual level, respectively. Fairness and affective commitment. 2) organizational fairness and affective commitment have an impact on the turnover intention of executives through job satisfaction.
【學(xué)位授予單位】：山西醫(yī)科大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.91

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