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论文编号：	55
作者编号：	2120051970
上传时间：	2007/6/21 12:40:42
中文题目：	员工工作价值观对离职意愿的影响
英文题目：	A Research on the Influences o
指导老师：	崔勋
中文关键字：	工作价值观 工作意义 工作和生
英文关键字：	Work Values Meaning of Work
中文摘要：	随着社会经济的发展，我国员工的工作价值观和需求结构日益复杂化和多样化，与此同时，由于传统刚性用工体制发生了很大的变化，以及劳动力市场竞争的日益剧烈，离职现象也日益普遍了，大量实证研究表明离职可以降低组织的整体效益(Smith & Brough, 2003)。于是，员工离职问题得到研究者和管理者的重视。很多研究者认为员工在实际离职行为产生前，很早就有了离职打算或离职意愿。所以，通过识别离职意愿的决定因素，研究者可以更准确地预测离职行为；对于管理者而言，则可以及早地采取对策来防止员工离职。 本研究的主要目的是探讨工作价值观对离职意愿的影响。论文采用文献研究和实证分析相结合的方法，以我国北京、上海、天津、山东、广东、辽宁、山西、内蒙古等地区的国有企业和外商投资企业的员工为研究对象，来了解目前我国企业员工工作价值观和离职意愿的总体状况，检验工作价值观对离职意愿所产生的影响，并找出对离职意愿产生显著影响的预测因子。本研究结果期望能对后续理论研究和企业实践做出一定的贡献。 通过实证分析，本研究得出以下结论：国内企业员工依次重视工作意义、工作和生活方式、外在报酬，一些个人特征变量和组织类型对员工的工作价值观和离职意愿具有显著的影响，员工的整体工作价值观和离职意愿显著相关，能显著预测离职意愿的工作价值观因素是工作意义、工作和生活方式。工作意义对离职意愿具有显著的负向影响，工作和生活方式具有显著的正向作用。 通过实证研究的结果，本研究在理论探索方面做出了一定的贡献，在工作价值观结构的划分方面与国外有一些差别。在应用方面，本研究针对企业的人力资源管理实践和员工自身提出了一些建议。对于企业而言，企业必须清楚地了解员工的需求，并采取针对性的措施来满足这些需求，需要注意的是，组织的管理措施需随着员工工作价值观的改变而变动，这样才能保证企业的发展与员工的成长发展同步，才能使员工更情愿地留在组织中。对于员工而言，为了减少离职的麻烦，员工在选择工作和组织过程中，需要充分考虑个人的工作价值观。
英文摘要：	With the development of the society and the economy, employees’ work values and demand structure is more complex and diversified. At the same time, the phenomenon of employee turnover is increasingly common, as a result of great changes in traditional and rigid employment system and the increasingly fierce competition of the labor market. A large number of empirical researches reported that turnover intention can reduce an organization’s overall benefits (Smith & Brough, 2003). Thus, researchers and managers pay more and more attention to the issue of turnover. Many researchers believe that employees already have turnover intentions long before they leave their organization eventually. So researchers can forecast actual turnover more accurately through recognizing the determinants of turnover intentions. For managers, they can take countermeasures to prevent the turnover of employees in advance. The main purpose of this research is to find out the influences of employees’ work values to turnover intentions. With the methods of literature search and empirical analysis. The object of this research is employees who are from state-owned and foreign-invested exterprises in many areas, such as Beijing, Shanghai, and so on. It aims to recognize the overall state of employees’ work values and turnover intentions, and examine the influence of work values to turnover intentions. Based upon above analysis, find out predictors which have significant effect on employees’ turnover intentions. After all, it aims to make certain contributions for the following theoretical research and business practices. The research reaches the following conclusions through empirical analysis. First, employees in our country focus on the meaning of work, work and life style and extrinsic rewards according to their importance. Second, some variables of personal traits and organizational type have significant influences to employees’ work values and turnover intentions. Third, there is a significant correlation between employees’ overall work values and turnover intentions. Finally, the significant predictors are the meaning of work and work and life style. In addition, the meaning of work has a significant and negative impact on employees’ turnover intentions. Work and life style plays a significant and positive role in employees’ turnover intentions. The research has made some contribution in exploring the theories through the findings of empirical study, and it is different from the division abroad as to the structure of work values. In addition, the research brings forward some recommendations for HRM practices and staff. For enterprises, they must have a clear understanding of staff’s needs, and take specific measures to meet these needs. Managers need to be aware that organizations’ management measures should vary with the changes of staff’s work values. Thus, it can make sure that the development of enterprises and the growth of staff are synchronous. What’s more, it can make staff more willing to stay in the organization. For employees, in order to reduce the trouble of turnover, they need to consider their work values adequately in the process of choosing a job and an organization.
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