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论文编号：	10119
作者编号：	2120162780
上传时间：	2018/6/8 21:55:02
中文题目：	职业承诺和组织承诺对离职倾向的影响研究
英文题目：	Research on the Effect of Career Commitment and Organizational Commitment on Turnover Intention
指导老师：	王健友 副教授
中文关键字：	职业承诺；组织承诺；离职倾向；交互作用
英文关键字：	Career Commitment；Organizational commitment；Turnover intention
中文摘要：	随着经济和技术的快速发展，企业间的竞争越来越激烈，企业的竞争就是人才的竞争，因此降低员工离职率，留住优秀员工一直是管理学界备受重视的话题。环境的不稳定性、企业间的不良竞争使得员工越来越意识到在一个组织中工作一辈子是很难实现的，因此越来越多的人更加注重个人发展、提高个人竞争力来应对不断变化的环境。 在对离职的相关研究中，大量证据证明了组织承诺的重要性及其对离职显著的预测作用。在过去的几十年里，人们普遍关注组织承诺，因为管理者希望看到员工对于组织的忠诚感和奉献精神。但是近些年，随着人们越来越看重个人职业成长，员工逐渐在就业中占据主动地位，因此关于职业承诺的相关研究也逐渐流行起来。而关于职业承诺与组织承诺间复杂的关系，以及他们对于离职的影响目前还没有一致的结论。因此本文选择职业承诺和组织承诺，研究中国情境下员工的两种承诺及他们对离职倾向的影响，不仅在理论方面丰富了相关研究，也在实践方面为企业优化人力资源管理提供新的角度。 本文首先梳理了国内外职业承诺、组织承诺、离职倾向的相关文献，在此基础上，采用实证研究方法，根据已有量表设计问卷并广泛发放，收集到有效数据256份，随后利用SPSS 23.0分析数据并验证假设。结果证明：（1）在情感承诺作为控制变量的条件下，职业认同对离职倾向有显著正向影响，而职业计划和职业弹性对离职倾向有显著负向影响；（2）情感承诺对离职倾向有显著负向影响，而交易承诺对离职倾向无显著影响；（3）在职业承诺和组织承诺组成的四种承诺类型中，“双承诺”的员工离职倾向最低，“无承诺”的员工离职倾向最高；（4）整体职业承诺与整体组织承诺的交互作用对离职倾向的影响不显著，而职业承诺某些维度与组织承诺某些维度的交互作用对离职倾向的影响显著。
英文摘要：	With the rapid development of economy and technology, the competition of enterprises，which is becoming more and more fierce, is in the final analysis the competition of talents. Therefore, management scholars has always laid special emphasis on how to keep employees and reduce the turnover rate of enterprises. However, the instability of the environment and the bad competition among enterprises make that employees are increasingly aware that working in an organization for a lifetime is difficult to achieve. Therefore, more and more people lay emphasis on personal development and improving own competitiveness to deal with the continuously changing circumstances. Organizational commitments, which are factors influencing turnover intentions, have been proven an obviously predictive effect on turnover intentions in many studies. In the past few decades, people generally paid attention to organizational commitment because managers wanted to see employees' sense of loyalty and dedication to the organization. However, in recent years, more and more employees have taken more personal career development into consideration, and they hope to take the initiative in employment. However, there has been no consistent conclusion on the complex relationship between career commitments and organizational commitments, as well as their impact on resignations. Therefore, this article chooses career commitments and organizational commitments to study the dual commitments of employees and the impact of their interactions on turnover intentions in China. It not only enriches related research in theory, but also provides new perspectives for corporate human resources management in practice. This article makes a relevant literal review on career commitments, organizational commitments, and turnover intentions at home and abroad. Based on literature analysis and existing scales, questionnaires are designed with empirical research methods and widely distributed. And base on the collected 256 valid questionnaires, the paper analyzes by SPSS 23.0 and verifies hypotheses. The result proves: (1) Career identity has a significant positive influence on turnover intention, while career planning and career resilience have a significant negative influence on turnover intention with controlling the affective commitment;(2) Affective commitment has a significant negative influence on turnover intention, but continuous commitment has no significant influence on turnover intention; (3) When both the career commitment and organizational commitment are high, employee turnover intention is the lowest，and when they are low, it is highest; (4) The interaction of overall career commitment and overall organizational commitment has no significant influence on turnover intention, while the interaction of some dimensions of career commitment and some dimensions of organizational commitment have a significant negative influence on turnover intention.
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