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论文编号：	12641
作者编号：	2120192900
上传时间：	2021/6/17 22:15:07
中文题目：	资质过剩感对员工离职倾向影响的实证研究 ——工作意义感的视角
英文题目：	The Impact of Over-qualification on Employees Turnover Intention：Considering the Meaning of Work
指导老师：	张立富
中文关键字：	资质过剩感；工作意义；离职倾向；授权型领导
英文关键字：	Perceived Over-qualification; the Meaning of Work; Turnover Intention; Empowering Leadership
中文摘要：	高等教育扩招与经济增速放缓造成的劳动力市场供需关系不平衡的背景 下，顺应市场经济改革的就业体制转换使得职业发展安排主体发生了转变，以 往由组织对员工进行职业安排和生涯规划的情况逐渐减少，员工个人的自主性 不断增强，成为职业发展规划的主体。宏观政策背景与中观组织背景的综合作 用下，员工资质过剩的现象越来越普遍。已有研究关注资质过剩对员工心理和 行为的影响，其中，一个不可忽视的负面影响就是对员工离职倾向的作用，然 而这一影响的具体作用路径仍不明确。因此，探讨资质过剩感通过何种路径影 响员工离职倾向，并据此提出应对措施，对当前组织情境下的管理实践是非常 有必要的。 本研究关注感知自身资质超过工作要求的员工，探索资质过剩感对员工离 职倾向产生的影响，以及这一影响路径的心理机制。在人—岗匹配理论和自我 决定理论的指导下，引入工作意义感作为中介变量，又结合组织支持理论，在 这一路径中加入授权型领导，探索其是否能够发挥前调节作用，形成本研究的 模型，并通过问卷调查法和统计分析法探索模型的解释力度。本研究收集了国 内不同行业共 349 名员工所回答的有效问卷，借助对问卷数据的分析开展实证 研究，验证了资质过剩感对员工离职倾向存在显著正向影响，工作意义感在这 一过程中起到了负向的中介作用，而授权型领导对员工资质过剩感与工作意义 感之间的调节作用不显著。 在总结并讨论研究结果的基础上，本文针对组织内员工资质过剩感产生的 情况提出了如下管理建议：首先是坚持人岗适配的原则，对组织人才策略进明 确和反思；其次是进行工作赋意，丰富工作的内涵；最后可以关注员工的组织 社会化过程，对员工工作意义建构的过程给予有效支持。本研究成果丰富了员 工资质过剩感领域的相关研究，尤其是对其影响路径的探索，弥补了当前研究 的不足；同时，对资质过剩员工这一群体的关注和相应策略的提出对组织管理 实践有一定的参考和指导意义。
英文摘要：	With the continuous transition of labor market，there has been great changes in one’s career development. In stead of arranged by organization, employees have their own saying on career plan.In the meanwhile the expansion of higher education and economic slow down have caused the unbalance of supply and demand in labor market. The over-qualified employees are becoming more and more common nowadays under the circumstance, which is the conceptual change on the master of career development and the unbalance of supply and demand in labor market. Existing studies have focused on the impact of over-qualification on employees’ mind and behavior, among which the turnover intention is a negative consequence that cannot be ignored. However, the influence mechanism of perceived over-qualification has not been established yet. Therefore, it is very necessary to study the influence mechanism of perceived over-qualification and how does it affects employees turnover intention. Because only in this way can we avoid the negative effect of perceived over-qualification both on individual and organization. This study explores the influence of perceived over-qualification on employee turnover intention and the psychological mechanism in this influence path. Based on the theory of Person-Job fit and self-determination, this research set the meaning of work as the mediator of this influence mechanism. The study also seeks the moderating effect of empowering leadership based on the organizational support theory. With 349 valid questionnaires collected and analysed, the study confirmed that perceived over-qualification has a positive effect on employee turnover intention, and the meaning of work plays a negative mediating role in this process. However, the moderating effect of empowering leadership is not significant in this research. On the basis of summarizing the research results, this paper made suggestions on management practices: first is that organization and team leader should emphasis the meaning of work through job enrichment, second is that organization should concerned about employee organizational socialization process and offer support when necessary, and the last is that organization should uphold the Person-Job fit in the practice of human resource management.
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