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论文编号：	13961
作者编号：	2120213355
上传时间：	2023/6/7 2:09:50
中文题目：	授权型领导对新生代员工离职倾向的影响机制研究—— 心理所有权的中介作用
英文题目：	A Study on the Mechanism of Empowering Leadership''s Impact on Turnover Intention of New-generation Employees——The Mediation Effect of Psychological Ownership
指导老师：	吕峰
中文关键字：	授权型领导;离职倾向;心理所有权;新生代员工;主动性人格
英文关键字：	Empowering Leadership;Turnover intention;Psychological ownership; New generation of employees;Proactive personality
中文摘要：	步入二十一世纪的第三个十年，90后已经在企业中占据一定的数量，00后也开始逐步进入到劳动力市场。新一代的员工在互联网时代成长起来，具有鲜明的代际特征。他们看待工作的价值观和理念与之前的员工有很大变化，也影响着他们在组织当中的态度和行为，对于企业来说既是管理的挑战，也是发展的机遇。 其中，新生代员工频繁离职跳槽的现象一直备受学界和企业界的关注。很多职场当中的新生代员工在工作的过程中往往有“我是在为别人打工”的消极心态，在行为上就容易表现为“躺平”、消极工作，甚至想要离职。对于企业来说员工主动离职影响了企业正常的运行，也是人力资本的重大损耗，企业管理者想要努力规避这种现象发生，就需要降低员工的离职倾向。通过回顾员工离职倾向的原因，我们发现缺乏“主人翁精神”是当代新生代员工离职倾向较高的一个重要方面。在管理学领域，心理所有权概念是“主人翁意识”的代名词。探究心理所有权对新生代员工离职倾向的正向影响具有意义。 进一步的，在职场中，领导者于新生代员工的关系是直接而深刻的，领导者的领导风格无论是对于员工离职倾向还是心理所有权的建立都有紧密联系。授权型领导强调提高员工的工作自主权、参与度，加深员工与工作的了解和联系。同时，授权型领导与离职倾向的关系目前尚待探索。因此，本文以心理所有权为中介，探讨授权型领导对新生代员工离职倾向的影响机制，并加入了主动性人格这一新生代群体鲜明特质作为调节变量。 本研究采用问卷调查的方法，选取了302名年龄处于18-32岁之间的职员作为研究样本。并通过实证分析探索研究提出的关系模型。研究结果表明，授权型领导能正向影响员工心理所有权，从而降低离职倾向。其中授权型领导与心理所有权的关系受主动性人格的正向调节。 本研究丰富了对新生代员工离职倾向的机制研究，补充了影响离职倾向的相关因素研究，揭示了授权型领导对新生代员工离职倾向的影响，为企业如何降低新生代员工的离职现象提供了管理启示。
英文摘要：	In the third decade of the 21st century, the post-90s generation has occupied a certain number of enterprises, and after 00 generation, it has gradually entered the labor market. A new generation of employees have grown up in the Internet age, with distinct inter generational characteristics. Their values and ideas about work have changed greatly from those of their former employees, which also affects their attitudes and behaviors in the organization. For enterprises, it is both a management challenge and an opportunity for development. Among them, the phenomenon that the new generation of employees frequently quit their jobs and quit their jobs has always attracted the attention of academic and business circles. Many new generation employees in the workplace often have a negative mentality of "I am working for others" in the process of work, which is easy to behave as "lying flat", working passively, and even wanting to leave. For enterprises, the voluntary turnover of employees affects the normal operation of enterprises, and it is also a great loss of human capital. If enterprise managers want to avoid this phenomenon, they need to reduce the turnover intention of employees. By reviewing the reasons of employees' turnover intention, we find that the lack of "ownership spirit" is an important aspect of the higher turnover intention of contemporary new generation employees. In the field of management, the concept of psychological ownership is synonymous with the sense of ownership. It is meaningful to explore the positive influence of psychological ownership on the turnover intention of the new generation of employees. Furthermore, in the workplace, the relationship between leaders and the new generation of employees is direct and profound, and the leadership style of leaders is closely related to the employee turnover tendency and the establishment of psychological ownership. Empowering leadership emphasize improving employees' work autonomy and participation, and deepening employees' understanding and contact with work. At the same time, the relationship between empowering leadership and turnover intention remains to be explored. Therefore, taking psychological ownership as the intermediary, this paper discusses the influence mechanism of empowering leadership on the turnover intention of the new generation of employees, and adds proactive personality, a distinctive feature of the new generation, as a moderator. In this study, 302 employees aged between 18 and 32 were selected as research samples by questionnaire survey. And through empirical analysis to explore the proposed relationship model. The results show that empowering leadership can positively affect employees' psychological ownership, thus reducing turnover intention. The relationship between empowering leadership and psychological ownership is positively regulated by proactive personality. This study enriches the research on the mechanism of the turnover intention of the new generation of employees, supplements the research on the related factors that affect the turnover intention, reveals the influence of empowering leadership on the turnover intention of the new generation of employees, and provides management enlightenment for enterprises to reduce the turnover phenomenon of the new generation of employees.
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