本文選題：組織發(fā)展性支持 + 離職傾向�。� 參考：《南京理工大學(xué)》2017年碩士論文

【摘要】：企業(yè)對知識型員工的發(fā)展性支持是保持企業(yè)動態(tài)能力、核心競爭力的關(guān)鍵,也是提升員工忠誠度的關(guān)鍵。但在實際的管理過程中,管理者發(fā)現(xiàn),組織發(fā)展性支持有時并不能提升員工的忠誠度、留住員工,甚至?xí)箚T工的離職傾向增強。學(xué)術(shù)界現(xiàn)有的關(guān)于組織發(fā)展性支持與離職傾向關(guān)系的研究大都基于社會交換理論、與能力相關(guān)的理論等,它們并不能充分的解釋這種現(xiàn)象,因此,探究組織發(fā)展性支持與離職傾向的關(guān)系,是一個既有實踐價值,也富理論意義的問題。本研究認為,組織發(fā)展性支持與離職傾向關(guān)系的問題,實質(zhì)上是組織發(fā)展性支持能否穩(wěn)定雇傭關(guān)系的問題,在外部環(huán)境劇烈變化、知識更新速度加快的背景下,對于知識型員工而言,組織發(fā)展性支持能否穩(wěn)定雇傭關(guān)系,受工作不安全感和工作不確定性的影響。本研究將工作不安全感作為組織發(fā)展性支持與離職傾向的中介變量,工作不確定性作為該過程的調(diào)節(jié)變量,探究組織發(fā)展性支持與離職傾向的作用機制,試圖從新的視角解釋二者的關(guān)系,豐富二者的關(guān)系機制研究。本研究基于當今劇烈變化的外部環(huán)境,結(jié)合知識型員工的特點,從壓力干預(yù)的角度分析組織發(fā)展性支持的作用,解釋組織發(fā)展性支持與離職傾向的作用機制,在管理實踐中,消除企業(yè)管理者對知識型員工組織發(fā)展性支持效果的疑慮,并為組織發(fā)展性支持具體項目的實施提供建議。本研究采用問卷調(diào)查的方式,樣本主要是來自于南京、蘇州等地企業(yè)的知識型員工。問卷發(fā)放以電子問卷和紙質(zhì)問卷相結(jié)合的形式,基于秩和檢驗的結(jié)果,本次研究僅采用來源與紙質(zhì)問卷的448條數(shù)據(jù)。運用SPSS 20.0、Amos 17.0對數(shù)據(jù)進行處理分析,結(jié)果發(fā)顯示,對于知識型員工而言:(1)組織發(fā)展性支持顯著負向影響離職傾向:(2)組織發(fā)展性支持顯著負向影響工作不安全感;(3)工作不安全感部分中介組織發(fā)展性支持與離職傾向的關(guān)系;(4)工作不安全感作為組織發(fā)展性支持與離職傾向關(guān)系的中介變量,其中介作用受到工作不確定性的調(diào)節(jié)影響,即存在一個有調(diào)節(jié)的中介作用模型�；谘芯拷Y(jié)論,我們立足于企業(yè)管理者的視角,提出了針對知識型員工的管理建議。
[Abstract]:The development support of knowledge workers is the key to keep the dynamic ability and core competence of enterprises, and also the key to enhance employee loyalty.However, in the actual management process, managers find that organizational development support can sometimes not enhance employee loyalty, retain staff, or even enhance employee turnover intention.The existing research on the relationship between organizational development support and turnover intention is based on social exchange theory and competency-related theory, which can not fully explain this phenomenon.Exploring the relationship between organizational development support and turnover intention is a problem of both practical value and theoretical significance.This study holds that the relationship between organizational development support and turnover intention is essentially a question of whether organizational development support can stabilize the employment relationship, under the background of drastic changes in the external environment and the accelerated rate of knowledge renewal.For knowledge workers, whether organizational development support can stabilize employment relationship is affected by job insecurity and job uncertainty.This study regards job insecurity as the intermediary variable of organizational development support and turnover intention, and the uncertainty of work as the adjustment variable of the process, and explores the mechanism of organizational development support and turnover intention.This paper attempts to explain the relationship between the two from a new perspective and to enrich the study of their relationship mechanism.Based on the dramatic changes in the external environment and the characteristics of knowledge workers, this study analyzes the role of organizational development support from the perspective of stress intervention, and explains the mechanism of organizational development support and turnover intention in management practice.To eliminate the misgivings of enterprise managers on the effect of organizational development support for knowledge workers, and to provide suggestions for the implementation of organizational development support projects.This research adopts the questionnaire method, the sample mainly comes from Nanjing, Suzhou and so on enterprise knowledge staff.The questionnaire was distributed in the form of electronic questionnaire and paper questionnaire. Based on the results of rank sum test, only 448 data from source and paper questionnaire were used in this study.Using SPSS 20.0 Amos 17.0 to process and analyze the data, the result is displayed.For knowledge workers, organizational development support significantly negatively affects turnover intention: 2) organizational development support significantly negatively affects job insecurity.Job insecurity as an intermediary variable between organizational development support and turnover intention,The mediating effect is influenced by the uncertainty of work, that is, there is a model of mediating action.Based on the research conclusions, we put forward management suggestions for knowledge workers from the perspective of enterprise managers.
【學(xué)位授予單位】：南京理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92

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本文編號：1739045