本文選題：員工流動傾向　切入點：工作嵌入　出處：《管理工程學報》2017年03期

【摘要】：員工流動不僅在微觀層面影響企業(yè)員工的雇傭狀態(tài),而且在宏觀層面影響社會的勞動力需求/供給系統(tǒng)。因此,深入探索員工流動的形成機理有很強的理論和實踐意義。鑒于以往研究對員工流動的解釋囿于工作本身和主觀態(tài)度兩方面,本文在社會網(wǎng)絡層面對員工流動的形成進行了新的解釋,探討了工作嵌入對員工流動傾向的影響,并探索了工作價值觀對該作用過程的影響。采用問卷法,對402名員工樣本的研究結(jié)果表明:工作內(nèi)嵌入中的工作內(nèi)匹配和工作內(nèi)損失對員工流動傾向產(chǎn)生顯著負向影響,工作內(nèi)聯(lián)系對流動傾向并不具有顯著影響;工作外嵌入中的工作外聯(lián)系、工作外匹配和工作外損失均對員工流動傾向產(chǎn)生顯著負向影響;工作價值觀顯著調(diào)節(jié)上述影響機制的某些方面,特別是情感性工作價值觀對工作內(nèi)聯(lián)系與流動傾向間關(guān)系的調(diào)節(jié)作用具有兩面性。
[Abstract]:Employee mobility not only affects the employment status of the employees at the micro level, but also affects the labor demand / supply system of the society at the macro level.Therefore, it is of great theoretical and practical significance to explore the formation mechanism of employee mobility.In view of the fact that the explanation of employee mobility in previous studies is limited to two aspects: work itself and subjective attitude, this paper makes a new explanation on the formation of employee mobility at the social network level, and discusses the influence of job embedding on employee turnover tendency.The influence of work values on the process is explored.Using the questionnaire method, the results of 402 employee samples show that: job matching and loss in the job have a significant negative impact on the turnover tendency of employees, while intra-job contact has no significant effect on mobility;The extrajob connection, the out-of-job matching and the out-of-job loss have a significant negative effect on the employee turnover tendency, and the work values significantly regulate some aspects of the above influencing mechanism.In particular, affective work values play a dual role in regulating the relationship between intra-job contact and mobility.
【作者單位】： 山東財經(jīng)大學工商管理學院;山東財經(jīng)大學人才發(fā)展研究中心;
【基金】：教育部人文社科青年基金資助項目(12YJC630250) 山東省優(yōu)秀中青年科學家科研獎勵基金資助項目(BS2013SF022) 山東財經(jīng)大學博士基金資助項目(B13018)
【分類號】：F272.92

【參考文獻】

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本文編號：1707952