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论文编号：	11816
作者编号：	2120182958
上传时间：	2020/6/22 11:22:54
中文题目：	心理契约破裂与新生代员工离职倾向的关系研究
英文题目：	The Research on the Relationship between Psychological Contract Breach and Turnover Intention of the New Generation Employees
指导老师：	焦媛媛
中文关键字：	新生代员工；心理契约；心理契约破裂；工作幸福感；离职倾向
英文关键字：	new generation employees; psychological contract; psychological contract breach; job well-being; turnover tendency
中文摘要：	新生代员工，在国外又被称为千禧一代、“Y”世代。由于伴随着互联网成长、多为独生子女、家庭条件较好、价值多元化等特点，相比“X”代，新生代员工表现出独特的群体特征和工作价值观。而在职场情境下，新生代员工离职现象屡见不鲜，离职率高居不下，频繁跳槽、“没有责任感”、“最不能吃苦的一代”也已经成为新生代员工身上鲜明的标签。离职倾向的产生意味着员工与企业之间的雇佣关系发生了破裂，这种破裂除了书面契约被打破外，还可能包括超出经济契约之外的内隐的员工对企业期望的破裂，即心理契约破裂。新生代员工尚处于职业摸索期，对于新工作和新组织所建立起的图式是非常粗略的，因而往往更容易产生心理契约的破裂和违背，进而可能引发离职倾向的产生。此外，由于成长于经济快速发展的时期，相比于注重薪酬和稳定的收入，新生代群体更加注重工作与生活之间的平衡以及工作事业上的挑战性和成就感实现。以上这些背景和情境均对旧有的人力资源管理模式和理念发起了挑战，如何采取有效措施管理新生代员工以及如何降低新生代农民工离职倾向的产生迫在眉睫。鉴于以上分析，本研究以当下中国的新生代员工为研究对象，从心理契约破裂的视角出发，结合新生代员工的职业价值观和群体特点，引入工作幸福感变量，来探究心中国情境下新生代员工离职倾向产生机制。通过实证分析，主要有以下三个结论：（1）心理契约破裂和心理契约破裂的三个维度对离职倾向具有显著正向作用，并且发展型心理契约破裂对新生代员工离职倾向的影响最为显著；（2）心理契约破裂和心理契约破裂的三个维度对工作幸福感具有显著负向作用。其中交易型心理契约破裂和发展型心理契约破裂的影响较大，而理念型心理契约破裂的影响相对较小；（3）工作幸福感的中介作用。其中，工作幸福感在交易型心理契约破裂以及理念型心理契约破裂同离职倾向之间具有完全中介作用，而在心理契约破裂以及发展型心理契约破裂同离职倾向之间具有部分中介作用。文章最后对研究结论进行了思考和分析，并提供管理建议，展望未来研究方向。
英文摘要：	New generation employees, also known abroad as millennials or “Y” generations.Due to the growth of the Internet, only-child in family, more support from parents, value diversification and so on, new generation employees show different group identity and work values compared with the “X” generations. However in the work place meanwhile, frequent job-hopping, no sense of responsibility and the least suffering generation have become a more specific label for new generation employees.The tendency to leave of employees means that the employment relationship between employees and their enterprises has broken down, in adition to the violation of a written contract, a breakdown of implicit expectations of employees also matters. The new generation of employees is still in the career groping period, the building of schemata towards new jobs and new organizations of them is very rough mostly. And as a result, it is often more likely to lead to the breach and violation of psychological contract, which leads to a tendency to leave. In addition, because of growing up in a period of rapid economic development, the new generation pays more attention to the balance between work and life and career challenges and achievability than remuneration or stable income. These backgrounds and situations above challenge to old human resource management models and concepts, and the new generation employees management has also become the most concerned topic of human resource management.In view of the analysis above, this study focuses on the new generation employeesin China, introduces work well-being combining the professional values and characteristics of the new generation employees in this study, to explore the mechanism of turnover tendency of new generation employees form the perspective of psychological contract breach. Through empirical analysis, there are three main conclusions: firstly, the psychological contract breach and the three dimensions of psychological contract breach and psychological contract rupture have significant positive effects on turnover tendency, and the effect of developmental psychological contract rupture on turnover tendency of new generation employees is most significant. Secondly, the psychological contract breach and the three dimensions of psychological contract breach and psychological contract rupture have significant negative effects on job well-being, and the effect of transaction psychological contract breach and development psychological contract breach are more significant, however, the effect of ideological psychological contract breach is relatively small. Finally, this study find the mediating role of job well-being,and job well-being is a complete intermediary between transaction psychological contract breach and ideological psychological contract breach and turnover tendency, but have imcomplete mediating effect between psychological contract braech and developmental psychological contract breach and turnover tendency. At the end of the article, the conclusions of the study are considered and analyzed, some management implications are proposed, and looks forward to the future research direction.
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