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论文编号：	4390
作者编号：	2120102363
上传时间：	2012/6/7 20:56:25
中文题目：	新生代农民工离职倾向影响因素研究——以浙江民营企业为例
英文题目：	The research on the Influential Factors of New Generation Migrant Workers’ Turnover Intention——An Example of Zhejiang Private Enterprises
指导老师：	李新建
中文关键字：	新生代农民工，离职倾向，组织公平，组织承诺
英文关键字：	New Generation Migrant Workers，Turnover Intention，Organizational Justice，Organizational Commitment
中文摘要：	在国内外，有关员工离职倾向的实证研究已经取得丰硕成果，但是以新生代农民工为研究对象的研究却非常稀少。现阶段，我国农民工队伍不断壮大，农民工问题受到全社会广泛的关注。而新生代农民已经成为了农民工的主力军，他们与老一代农民工之间存在着显著的代际差异。在现今“民工荒”的大时代背景下，新生代农民工的离职率高居不下，如何有效地留住新生代农民工成为企业管理者们的重大问题。所以对新生代农民工离职倾向影响因素进行研究，为企业提供有效留住新生代农民工的意见有重要的实践和理论意义。本文通过对离职倾向和新生代农民工相关的文献进行梳理，结合对65位新生代农民工访谈研究的初步结论，构建了本文的研究模型和研究假设，确定了新生代农民工离职倾向影响因素的研究模型，并探究了组织承诺的中介作用。经过数据分析，本文得出的主要结论如下： 1．影响新生代农民工的离职倾向的因素包括两类，其一是工作因素，又细分为工作条件、工作属性以及薪酬和发展三个维度。其二是组织公平因素，分为互动公平、分配公平和程序公平三个维度。 2．在工作因素中，薪酬和发展对新生代农民工的离职倾向影响最大，其次是工作属性，最后是工作条件。 3．组织公平能够降低新生代农民工的离职倾向，其中互动公平对离职倾向的影响最大，其次是分配公平，最后是程序公平。 4．组织公平对情感承诺和持续承诺有正向影响。其中互动公平对情感承诺的影响作用最大，其次是程序公平，最后是分配公平；分配公平和程序公平对他们的持续承诺有正向影响，分配公平对持续承诺的影响要高于程序公平。 5．持续承诺在分配公平和程序公平与离职倾向的关系中起到完全的中介作用。根据研究结论，本文提出了以下几点管理实践建议： 1．给新生代农民工以应有的尊重。管理者应在企业的文化中灌输公平、平等的理念，平等对待所有员工。 2．合理的工作设计。可以对工作流程进行重新设计，增加工作的内容和实施定期轮岗等。 3．加强企业基础设施的建设。因为许多农民工不仅在企业工作，而且生活在企业中，所以满足他们最低层次的生理需求一样能达到激励效果。 4．给予新生代农民工职业发展的指导和培训，让他们感觉到有发展的机会。 5．明确分配制度和晋升制度，给新生代农民工发言权，增加他们的参与度。
英文摘要：	At home and abroad, the empirical studies on employee turnover intention have been fruitful, but only a few studies chose the new generation of migrant workers as the object of study. At present, rural migrant workers have grown steadily in number, and the public attention has been aroused to them. The new generation farmer has become the mainstay of rural migrant workers, and they have a significant intergenerational difference with the generation before. Against the background of migrant worker shortage and the high dropout rate of the new generation migrant workers, how to effectively keep the new generation migrant workers become the enterprise manager’s major issues. So the research on the factors that influence new generation migrant workers turnover intention, and provide effective suggestions on keeping new generation migrant workers have important significance both theoretically and practically. On reviewing on the employee turnover intention and new generation migrant workers literatures, combining with the interview with 65 new generation migrant workers, this study constructs the research model and hypothesizes, in order to confirm the factors that influence new generation migrant workers turnover intention, as well as to explore the mediating effects of organizational commitment. After data analysis, the main conclusions of this study are as follows: First, the factors that influence new generation migrant workers turnover intention include two parts. One is work factors, which can sub categorized into three dimensions: living facility, work attributes, salary and development. Another is organization justice which also includes three dimensions: distributive justice, procedural justice and interactional justice. Second, among the work factors, salary and development have the biggest influence on new generation migrant workers turnover intention, followed by work attributes and, finally living facility. Third, organizational justice can reduce the turnover intention of new generation migrant workers, and interactional justice has the biggest influence, followed by distributive justice and, finally procedural justice. Four, organizational justice has positive Influences on emotional commitment and continuous commitment. Interactional justice has the biggest influence on emotional commitment, followed by procedural justice and, finally distributive justice. Distributive justice and procedural justice have influence on continuous commitment, and the influence of distributive justice is bigger. Five, continuous commitment wholly mediates the relation between distributive justice and turnover intention, and the relation between procedural justice and turnover intention. According to the research results, this paper puts forward the following management practice suggestions： First, respect the new generation migrant workers. Managers should inculcate equality enterprise culture, and equally treat all employees Second, design work reasonably. Enterprise managers can redesigned the work process, increase the content of the job and implement the work rotation regularly. Three, strengthen the enterprise infrastructure construction. Because many migrant not only worker in the enterprise, but also live in the enterprise. So meeting their lowest level of physiological needs can also achieve incentive effect. Four, give the new generation migrant workers career development guidance and training, and give them the access to development Five, formulate well-defined distribution system and promotion system, increase t the new generation migrant workers’ participation on enterprise management.
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