本文選題：組織承諾 + 組織支持感��； 參考：《東南大學(xué)》2017年碩士論文

【摘要】：伴隨互聯(lián)網(wǎng)行業(yè)的迅猛發(fā)展,互聯(lián)網(wǎng)企業(yè)員工的流動率也一直呈走高趨勢。這對于以智力資本獲取競爭力的互聯(lián)網(wǎng)企業(yè)發(fā)展極為不利。以往在有關(guān)企業(yè)員工離職傾向的研究中,很少涉及員工的組織承諾和組織支持感等態(tài)度變量對互聯(lián)網(wǎng)企業(yè)員工離職傾向的影響。相關(guān)研究文獻表明,組織承諾和組織支持感作為重要的心理變量,能夠有效地影響企業(yè)員工的工作態(tài)度和離職行為。因此,本文選取互聯(lián)網(wǎng)企業(yè)員工為研究對象,旨在探索組織支持感、組織承諾與員工離職傾向相互間的關(guān)系。研究分為兩部分:一為理論研究部分,即研究國內(nèi)外相關(guān)研究文獻,梳理相關(guān)研究的基本理念、方法和成果,在此基礎(chǔ)上形成本文研究的構(gòu)念、假設(shè)和技術(shù)路線;二為實證研究部分,采用問卷調(diào)查的形式,獲取了 184份有效樣本,運用SPSS中的因子分析、方差分析、相關(guān)分析、回歸分析等分析方法,實證檢驗互聯(lián)網(wǎng)企業(yè)員工的組織承諾、組織支持感與他們的離職傾向之間的關(guān)系。本文的研究構(gòu)思與假設(shè)基本得以驗證,并得出以下幾個主要結(jié)論:1、互聯(lián)網(wǎng)企業(yè)員工對組織支持感,組織承諾中的情感承諾、持續(xù)承諾和規(guī)范承諾的感知水平都比較高。因此,互聯(lián)網(wǎng)企業(yè)管理者應(yīng)當(dāng)思考如何增加互聯(lián)網(wǎng)員工的組織承諾和組織支持感,從而降低員工的離職率。2、人口特征變量中學(xué)歷和工作年限對員工的持續(xù)承諾有影響。高學(xué)歷員工的市場競爭力強,企業(yè)往往會高薪引進人才留住人才,使他們在持續(xù)承諾方面產(chǎn)生差異。對于工作年限而言,年限越長對于安穩(wěn)的渴望程度越強,從而使他們對于持續(xù)承諾產(chǎn)生了影響。3、互聯(lián)網(wǎng)企業(yè)員工組織支持感對員工的離職傾向有顯著的負相關(guān)影響,組織支持感與組織承諾的三個維度之間存在著顯著的正相關(guān)關(guān)系,研究假設(shè)得到驗證并與以往的研究結(jié)論相保持了一致。4、互聯(lián)網(wǎng)企業(yè)員工的情感承諾、持續(xù)承諾和規(guī)范承諾對于離職傾向存在有顯著的負相關(guān)關(guān)系。但通過不同的研究方法得出的結(jié)論不一致,僅規(guī)范承諾與離職傾向有顯著的負相關(guān)關(guān)系,而情感承諾和持續(xù)承諾對離職傾向的影響關(guān)系并不顯著。這點與以往學(xué)者們的研究結(jié)論不一致,其中的原因可能是因為互聯(lián)網(wǎng)企業(yè)員工的個性特征所造成的,也有可能與選擇的樣本有關(guān)系。根據(jù)本文的研究結(jié)論,本文結(jié)合互聯(lián)網(wǎng)行業(yè)特點、員工的特性等為互聯(lián)網(wǎng)企業(yè)管理者提供管理建議,并指出本文研究存在的局限性以及對未來研究的一些展望。
[Abstract]:With the rapid development of the Internet industry, the turnover rate of the employees of Internet enterprises has also been on the high trend. This is extremely unfavorable to the development of the Internet enterprises with intellectual capital competitiveness. In the past, there are few related attitude variables such as organizational commitment and organizational support in the study of employee turnover intention. The related research literature shows that organizational commitment and organizational support, as important psychological variables, can effectively affect the working attitude and turnover behavior of the employees. Therefore, this paper selects the employees of the Internet enterprise as the research object to explore the sense of organizational support, organizational commitment and employee turnover. The research is divided into two parts: one is the theoretical research part, that is, to study the relevant literature at home and abroad, to comb the basic ideas, methods and achievements of the relevant research, and to form the construction, hypothesis and technical route of this study on this basis; second, the empirical research part, using the form of questionnaire, to obtain 184 effective samples. Based on the analysis of factor analysis, variance analysis, correlation analysis and regression analysis in SPSS, this paper empirically tests the relationship between organizational commitment of Internet enterprise employees, organizational support and their turnover intention. The research conception and hypothesis of this paper are basically verified, and the following main conclusions are drawn: 1, Internet enterprise employees The sense level of organizational support, affective commitment in organizational commitment, continuous commitment and normative commitment are higher. Therefore, Internet business managers should think about how to increase the organizational commitment and organizational support of Internet employees, thus reducing employee turnover rate.2. Continuing commitment has an impact. Highly educated employees have a strong market competitiveness. Enterprises tend to retain talents with high salary and talent and make them different in continuing commitment. The longer the years of work are concerned, the longer their longing for stability is stronger, so they have an impact on the continuing commitment of.3 and the organization of employees of Internet companies. There is a significant negative correlation between the persistence and the employee turnover intention. There is a significant positive correlation between the three dimensions of organizational support and organizational commitment. The research hypothesis is verified and consistent with the previous research conclusions. The feelings of the employees of the Internet companies are.4, and the continuous commitment and the normative commitment are for the turnover intention. There is a significant negative correlation. But the conclusion is inconsistent through different research methods, and there is a significant negative correlation between the normative commitment and turnover intention, and the relationship between the affective commitment and the continuing commitment is not significant. According to the findings of this paper, this paper provides management suggestions for Internet enterprise managers based on the characteristics of the Internet industry, the characteristics of the employees and so on, and points out the limitations of this study and some prospects for future research.

【學(xué)位授予單位】：東南大學(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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