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论文编号：	8443
作者编号：	2120142529
上传时间：	2016/6/12 22:56:43
中文题目：	离职同事对留职员工离职决策的影响机制研究——基于人际交互的视角
英文题目：	Research on the Effect Mechanism of the Turnover Colleagues to the Remaining Employees for Their Turnover Decision—— Based on the Interpersonal Interaction
指导老师：	袁庆宏
中文关键字：	离职同事;留职员工;离职决策;人际交互
英文关键字：	turnover colleagues; remaining employees; turnover decisions; interpersonal interaction
中文摘要：	市场经济发展对资源的合理配置使得企业人力资源的流动逐渐频繁，员工离职现象越发显著而得到企业和研究者的关注。当同事离职现象出现后，离职同事与留职员工的关系由工作关系转变为社会关系。然而随着通讯技术的进步，尤其是基于即时通讯技术的移动互联网应用的迅速普及，双方的联系并没有因个体跨越组织边界而隔绝，而是通过线上和线下的不同途径继续保持交往和互动，这种跨边界的互动过程对留职者的离职决策产生影响。本研究以同事离职为研究背景，以留职员工的离职决策为研究对象，在回顾等理论的基础上，结合能力-意愿-机会模型的分析框架，运用质性研究的方法通过访谈案例以及对公开二手资料进行收集和分析，探讨离职同事与留职者的社会交互过程对留职员工的离职决策的影响机制。本研究认为，双方的互动过程通过情绪感染、归因共鸣以及社会交换三种影响途径使留职员工在认知和行为上产生变化，进而对其离职意愿、离职机会和离职能力产生影响。在此基础上，本研究从系统动力的视角梳理双方的交互过程对留职员工的离职决策的影响过程，并构建互动过程对留职员工离职决策的影响机制模型。本文的研究成果补充并完善关于同事离职相关研究的不足，同时对原有离职研究结论在当前员工交互形式发生重大变革的形势下是否适用进行验证，对于完善离职相关理论具有一定程度的借鉴意义。
英文摘要：	The market economy allocates the resources rationally so that the flow of corporate human resources increasingly frequent, the staff turnover phenomenon is more significant so that companies and researchers have to pay attention to the phenomenon. When the colleague leaves, the relations with colleagues from the retention of employees working relations into social relations. However, with the development of the communications technology, in particular, the rapid spread of instant messaging technology for mobile Internet applications, the contection between both sides remains from different ways of online and offline, which kinds of cross-border interaction processes impact on retention's turnover behavior. The research selects the colleagues turnover for the background to remain functional separation behavior of employees as the research object. Based on the review theory, the research combined with the Motivation - Opportunity - Ability Framework, and took use of qualitative research methods through interviews with the case and the public secondary data collection to explore the mechanism of the leaving colleagues to the remaining employees from the social interaction. The research suggests that interaction between the two sides through the emotions, attribution and social exchange to make difference resonance in employee retention on cognition and behavior, and thus affect their turnover intention, turnover opportunity and turnover capability. On this basis, the research build interactive process impact mechanism model for retention of employee turnover behavior from the perspective of carding system dynamic process of interaction between the two sides on turnover behavior retention of employees influence the process, which has a certain significance to supplement and improve the separation theory.
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