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论文编号：	5226
作者编号：	2120112492
上传时间：	2013/6/5 14:58:41
中文题目：	管理培训生组织认同、组织职业生涯支持与离职倾向的实证研究
英文题目：	Empirical Research on Management Trainee Organizational Identification, Organizational Career Support and Turnover Intention
指导老师：	刘俊振
中文关键字：	管理培训生，组织认同，组织职业生涯支持，离职倾向
英文关键字：	management trainee; organizational identification; organizational career support; turnover intention
中文摘要：	管理培训生项目（management trainee program）是大型企业在组织内部自主培养中高层管理者的人才储备计划。自管理培训生项目诞生以来，大量的跨国企业都在利用招收管理培训生为企业储备管理人才和开发内部管理人才。为了吸引优秀的应届毕业生进入企业，近十年来，国内企业也出现了一股管理培训生项目的热潮。管理培训生项目作为一种独特的培养制度，一方面反映了企业求贤若渴的状态；另一方面反映了毕业生希望在正规的培养方式下学习的期望。管理培训生项目在选拔和培养方面都具有较高的要求，在整个培养项目中每位管理培训生都耗费巨大的成本。但是，管理培训生项目高额的投入并不一定能够换来等额的回报。相反，管理培训生离职的现象屡见不鲜。离职行为的直接前因是意愿。离职倾向（turnover intention）是员工离开现在工作企业寻找其他工作之前的最后一个阶段，并能预测员工离职的真正发生。学者们对于离职问题的研究多侧重于离职倾向。组织因素、个人因素都能对离职倾向产生影响，尤其是晋升公平和职业发展对离职倾向的影响，作为离职倾向研究的重点，为管理实践提供了理论基础。组织认同（organizational identification）是指员工定义自我从而归属组织的一种状态，是个体和组织之间的联结和心理纽带，认同组织的成员会本能为组织的利益工作。组织认同的形成过程会受到个体、组织和环境方面因素的影响，同时也是大量组织心理、行为变量的重要前因变量，并且可以作为离职倾向的预测指标。组织职业生涯支持（organizational career support），是指组织为了开发员工的潜能、帮助员工自我实现、保留员工的一系列措施。组织职业生涯支持使企业的发展同员工的发展建立起了联系并协调匹配，帮助实现组织和个体的双赢。其中公平晋升、培训、职业发展等都是影响员工离职倾向的重要因素。因此，本文建立了如下研究模型：以离职倾向作为结果变量，以组织认同作为前因变量，探讨情感性组织认同和认知性组织认同对离职倾向的影响，并检验组织职业生涯支持及其各个维度的调节作用。本研究的主要研究结论如下：（1）管理培训生的组织认同水平总体较高，并且认知性组织认同高于情感性组织认同。（2）管理培训生的组织职业生涯支持水平较高，同时，注重培训、提供职业信息方面的感知水平明显高于晋升公平、职业发展。（3）管理培训生的离职倾向处于中等水平。在离职倾向方面，男性显著高于女性，民营企业显著高于国有企业。（4）情感性组织认同显著负向影响离职倾向。（5）认知性组织认同显著负向影响离职倾向。（6）晋升公平可以显著调节情感性组织认同和离职倾向之间的负向关系。（7）职业发展可以显著调节认知性组织认同和离职倾向之间的负向关系。（8）管理培训生项目的设计会对管理培训生的离职倾向产生显著影响。最后，研究根据结论提出了对管理实践的建议，并总结了研究的创新之处和不足。
英文摘要：	Management Trainee Program is a talent pool plan which is used to train middle and senior management talents independently within the organization by lots of large enterprises. Since the birth of the management trainee program, a large number of multinational companies are taking advantage of recruiting management trainees to develop internal management talents for corporate reserves management. Over the past decade, in order to attract the best graduates into the business, there is a Management Trainee Program craze among the domestic enterprises. On the one hand, management trainee program, as a unique training system, reflects the state of the enterprise which are always on the lookout for talents and the long-term development of enterprises. On the other hand, it reflects the expectations of graduates to learn in formal training. Management trainee program has high requirements in terms of selection and training. Every management trainee spends a huge cost in the whole project. However, the high input of the management trainee program is not necessarily in exchange for high returns. In contrast, a large number of management trainees leave. Direct antecedent of turnover behavior is the willingness. Turnover intention is the final stage before employees leave companies to find other work, and can predict emergence of employee turnover. Researches about employee turnover are mostly focused on turnover intention. Organizational factors, personal factors both have an impact on turnover intention. Especially, fair promotion and career development are a weight-bearing point of the study of turnover intention, and provide a theoretical basis for management practices. Organizational identification refers to a state that employees define self as vested organizations. Organizational identification is the psychological ties links between individuals and organizations. Members who identify the organization will instinctively work for the interests of the organization. The formation process of organization identification is subject to individual, organizational and environmental factors. Also, organizational identification is incidence of a large number of important organizational psychological, behavioral variables, and can be used as a predictor of turnover intention. Organizational career support refers to a series of measures which is used by organizations in order to develop the potential of employees, help employees self-fulfilling and retain employees. Organizational career support establishes contact between the development of enterprises and the development of employees, and helps enterprises and individuals to achieve a win-win situation. Fair promotion, training, and career development are all important factors affecting employee turnover intention. Therefore, this study establishes a research model as follows: regard turnover intention as a result variable, organizational identification as a influence variable, and explore the impact of organizational identification on turnover intention, and test the regulative use of organizational career support and its four dimension. The main conclusions of this study are as follows: First, the level of organizational identity among management trainees is generally high, and the cognitive organizational identification is higher than the affective organizational identification. Second, the level of organizational career management is generally high. And the perceived fair promotion and career development are lower than perceived training and career information. Thirdly, turnover intention of management trainee is in the middle level. In terms of turnover intention, men were significantly higher than women, private enterprises employees significantly higher than the state-owned enterprises employees. Fourthly, affective organizational identification has a significant negative impact on turnover intention. Fifthly, cognitive organizational identification has a significant negative impact on turnover intention. Sixthly, fair promotion could significantly moderate the relationship between affective organizational identification and turnover intention. Seventhly, career development could significantly moderate the relationship between cognitive organizational identification and turnover intention. Eighthly, the design of management trainee program will also have a significant impact on turnover intention. Finally, the research concludes some recommendations on management practices according to the findings, and summarizes the originality and limitation of the research.
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