本文選題：職業(yè)適應(yīng)期　切入點：心理契約　出處：《北京林業(yè)大學(xué)》2014年碩士論文

【摘要】：組織中的心理契約是影響組織成員行為的關(guān)鍵因素,心理契約作為一種內(nèi)隱的契約,其高低在一定程度上決定著員工的工作狀態(tài),甚至引發(fā)離職傾向。本研究在借鑒國內(nèi)外現(xiàn)有研究成果的基礎(chǔ)之上,嚴(yán)格按照量表的測量標(biāo)準(zhǔn),編制了本次調(diào)查研究所需的量表,且經(jīng)過檢驗后各分量表的信度與效度良好。在此基礎(chǔ)上,采用問卷調(diào)查的方法對270名高新技術(shù)行業(yè)職業(yè)適應(yīng)期員工施測,用描述性統(tǒng)計分析、驗證性因子分析、獨立樣本T檢驗、單因素方差分析、相關(guān)分析、回歸分析等方法對數(shù)據(jù)進(jìn)行實證研究,得出如下結(jié)論： 1.對職業(yè)適應(yīng)期員工而言,員工的個體特征在心理契約、工作倦怠和離職傾向之間具有一定的差異性,其中男性員工對發(fā)展因素較為敏感,已婚者更容易感到工作倦怠,學(xué)歷低的員工更傾向于留任企業(yè)中。 2.心理契約、工作倦怠以及離職傾向這三個變量之間有顯著關(guān)系,首先心理契約對工作倦怠有負(fù)向影響,回歸系數(shù)達(dá)到-0.572；心理契約與離職傾向之間顯著負(fù)相關(guān),回歸系數(shù)為-0.39；工作倦怠與離職傾向之間顯著正相關(guān),回歸系數(shù)0.405。 3.工作倦怠作為中介變量,間接影響著心理契約對離職傾向的作用力,驗證結(jié)果顯示工作倦怠具有部分中介效應(yīng),心理契約影響雇員離職傾向的作用會通過工作倦怠來傳導(dǎo)。 最后,本研究依據(jù)實證分析結(jié)論,結(jié)合組織的實際情況,對如何提升職業(yè)適應(yīng)期員工的心理契約,降低工作倦怠提出了發(fā)展建議,并指出研究不足。
[Abstract]:Psychological contract is the key factor influencing the behavior of organization members. As an implicit contract, psychological contract determines the working status of employees to a certain extent. On the basis of drawing lessons from existing research results at home and abroad, and strictly according to the measurement standard of the scale, this study has compiled the scale needed for the investigation and research. The reliability and validity of each subscale were good after the test. On the basis of this, 270 employees in the occupational adaptation period of high-tech industry were tested by questionnaire, descriptive statistical analysis and confirmatory factor analysis were used. Independent sample T test, single factor analysis of variance, correlation analysis, regression analysis and other methods of empirical research on the data, draw the following conclusions:. 1. For the employees in the occupational adaptation period, the individual characteristics of the employees are different between psychological contract, job burnout and turnover intention. Among them, the male employees are more sensitive to the development factors, and the married people are more likely to feel job burnout. Employees with low academic qualifications are more likely to stay in the enterprise. 2. Psychological contract, job burnout and turnover intention have significant relationship. Firstly, psychological contract has a negative effect on job burnout, the regression coefficient is -0.572.There is a significant negative correlation between psychological contract and turnover intention. The regression coefficient was -0.39, and there was a significant positive correlation between job burnout and turnover intention, and the regression coefficient was 0.405. 3. As an intermediary variable, job burnout indirectly affects the force of psychological contract on turnover intention. The results show that job burnout has partial intermediary effect, and the effect of psychological contract on employee turnover intention will be transmitted through job burnout. Finally, according to the empirical analysis conclusions, combined with the actual situation of the organization, this study puts forward some development suggestions on how to improve the psychological contract of the employees in the occupational adaptation period and reduce job burnout, and points out that the research is insufficient.
【學(xué)位授予單位】：北京林業(yè)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：B844.3

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