联系我们

论文查询结果	返回搜索

论文编号：	8552
作者编号：	1120110789
上传时间：	2016/6/17 18:03:35
中文题目：	集体离职的发展阶段与过程机制研究： 基于社会网络视角
英文题目：	Research on Development Stages and Process Mechanism of Collective Turnover: Based on Social Network Perspective
指导老师：	袁庆宏
中文关键字：	集体离职；社会网络；联结强度；人际信任；跟随离职意愿
英文关键字：	collective turnover; social network; tie strength; interpersonal trust; follow turnover intention
中文摘要：	当前的经济全球化与雇佣形态多元化时代，组织竞争环境日趋复杂与激变，组织与组织中的员工个体都面临着更多机会与挑战。对于组织而言，劳动力市场上存在着更多潜在的雇员；对于个体而言，工作不再是从一而终的选择。因此，员工流动愈发频繁，离职规模逐渐增长，集体离职现象在诸多企业中日益凸显。个体离职一直以来是管理研究领域的重要议题，离职意味着个体与当前所服务组织关系的结束，体现了个体与组织关系的演变；集体离职是指一段时间内同一组织中两个及以上的员工发生具有一定连带性的离职行为。相比于个体离职，集体离职对组织有更为广泛且严峻的影响，更值得密切关注。 虽然实践领域集体离职大量涌现，但是，学术界对集体离职大都从聚合层面的离职率进行测评与研究，多关注于集体离职的前因与后果，并得到有价值的结论。近年来研究者开始关注集体离职的过程。集体离职作为一种群体层次的组织现象，受到人的社会性影响。社会网络是沟通集体与个体、结构与行动的一种研究范式，体现了人的社会性关系。基于社会网络视角探究集体离职的过程，不仅在理论上能够深入揭示集体离职过程发展阶段与机制；研究结论也将指导实践中对集体离职的过程干预与管理。 围绕如上研究背景，本研究确定如下三个研究问题：1.当前国内集体离职事件的现状如何，有哪些类型？2.集体离职过程中参与主体及其人际互动的特征是什么，集体离职过程是如何发展的？3.集体离职的过程机制是什么，即留职者社会网络特征如何影响其跟随离职意愿？ 本论文通过下面三个相互承接的研究，以期回答如上研究问题。研究一，抽取现有网络新闻报道中关于集体离职事件的107个新闻报道为数据资料，经过内容分析法研究。揭示了当前国内集体离职事件在行业、前因、后果、群体组成与过程表现上的现状；基于现状，识别了集体离职的主要参与主体是先动离职者与跟随离职者，也识别了集体离职的群体组成及发生与发展的多样性。 研究二，基于研究一的结论，选取五个典型企业的集体离职事件中十位当事人为深度访谈样本，通过多案例研究，揭示了集体离职过程中主要参与主体及其人际互动的社会网络特征，进而构建了集体离职过程中人际互动发展阶段的理论框架。 研究三，根据研究二的主要结论，通过预测评（N=65）和大样本的正式的问卷调查（N=336），探究了集体离职过程中的关键阶段酝酿期中，留职者转变为跟随离职者的机制：社会网络联结强度与跟随离职意愿的关系，并揭示这两者关系的中介与调节效应。 通过以上三个逐步递进的研究，本研究得到的主要研究结论如下： 1．集体离职事件的高发行业是IT行业、制造业和金融业；前因集中在个体因素上，其次是组织因素；集体离职对组织绩效的影响相对更为显著；集体离职以管理与“管理+研发”岗位、高层参与和混合层级为主要群体组成。集体离职过程中主要参与主体是先动离职者和追随离职者；过程表现在群体组成上有显著差异，具体表现为：有高层参与、混合层级组成、管理岗位与“管理+研发”岗位有更多先动离职者，混合层级、“研发+管理”岗位有更多离职者互动。本研究根据前因与结果识别了十二种类型的集体离职表现，并依据过程表现划分了四种集体离职的过程模式，初步完成了对集体离职从现象学到类型学的提升。 2. 网络中心性越大越倾向于成为先动离职者，与先动离职者之间是强联结关系的留职者更倾向转化为跟随离职者；留职者的个人特征会影响这种转化。先动离职者与留职者若是强联结，更倾向于基于人际信任的直接沟通；若是弱联结，更倾向于基于情绪传染的间接影响；组织氛围会起一定调节作用。集体离职的过程分为四个阶段：启动期、酝酿期、发生期与涌现期，其中关键期在于先动离职者与留职者的人际互动发生的酝酿期。 3. 留职者的组织内部社会网络的联结强度对跟随离职意愿有显著的负向影响，而外部的联结强度对跟随离职意愿的影响并不显著。基于认知的人际信任在内部联结强度与跟随离职意愿之间起到完全中介效应；而基于情感的人际信任并没有起到中介效应。风险规避在内部联结强度与跟随离职意愿之间的关系中起到正向调节效应。 以上研究结论不仅可以指导组织管理实践，并具有一定的理论创新。其一，构建了集体离职过程中人际互动的四阶段发展模型；其二，基于社会网络视角，集体离职过程的理论框架中整合了个体离职；其三，聚焦集体离职过程中留职者的社会网络联结强度与跟随离职意愿，突破集体离职过程机制研究的瓶颈。
英文摘要：	In such an economic globalization and employment diversified forms era, as the organizational competitive environment become increasingly complex and convulsions，both organizations and individuals are facing more challenges. As for the organizations, there are ample potential employees in the labor market；for individuals, the choice of the job is no longer lifetime. Therefore, employee flow becomes more frequent, and the turnover size expand increasingly; moreover, collective turnover phenomenon turns to be a prominent problem in many enterprises. Individual turnover has always been an important issue in the field of management research. Turnover, which means the termination of the relationship between individual and organization of serviced, reflects the change of the relationship between individual and organization; While collective turnover refers to two or more employees in the same organization have started to leave jointly in a period of time. Comparing with individual turnover, collective turnover has more profound and serious effects on organizations thus should be studied more deeply. Although collective turnover have emerged in the field of practice, academia conduct researches and assessments of turnover rate mostly from the aggregate level; more attention were focused on the cause and effect of collective turnover, which helps to reach a lot of valuable conclusions. While recently, researchers focused more on turnover process. As a group level organization phenomenon, collective turnover is affected by the people’s sociality. Social network is a kind of research paradigm, which connects collective and individual, communizes structure and action, and it embodies the social relationship. Explore the collective turnover process from the perspective of social network can not only reveal interpersonal interaction’s development stages and mechanism theoretically, the research conclusions will also be used to guide the practice of collective turnover process intervention and management. Around the above research background, this study has determined the following three research questions. 1. What is the status quo of collective turnover events in domestic? What are the types? 2. What are the characteristics of participants and their interpersonal interaction in the collective turnover process? And how is the collective turnover process developing? 3. What is the collective turnover process mechanism? That is to say, how the stayers’ social network influence their follow turnover intention？ Through three mutually undertakes researches as follows, the study attempts to answer the above research questions. Study one has sampled 107 existing network news reports about collective turnover as the subject, through content analysis to reveal the present situation of collective turnover on industry distribution, antecedents, consequence, group composition and process performance. And according to the results of the status quo, the research identities the mainly participators are first leaver and follow leaver，and identities the collective turnover’s group composition and the diversity of the occuraence and development. Based on the conclusions of study one, Study two has selected 10 employees of five typical collective turnover events as the samples for depth interview. Through multi-case study, social network characteristics of the main participator and their interpersonal interaction were explored, and then the theoretical framework of the interpersonal interaction development stage for collective turnover was constructed. According to the conclusions of study two, Study three has done the previous survey(N=65) and the formal survey(N=336)，and explored the mechanism of how stayers shift into follow turnover at the gestation period of the key stages in the process of collective turnover: the relationship of society network tie strength and follow turnover intention, and reveals the main mediation and moderation effect of their relationship. Through the above three gradually progressive researches, the main conclusions of this research are as follows: 1.The high-risk industry of collective turnover is the IT industry, manufacturing industry and finance industry; the antecedents are focused on the individual factors, followed by organizational factors; collective turnover has more impact on organizational performance; the main group of collective turnover are management and “management + research and development (R&D)” jobs, high-level and mixture levels participations. Characteristic of the collective turnover process are: the main participants are first leaver and follow leaver；the process of collective turnover differs obviously in different group composition，and is showed as: there are more first leaver in the groups which combined by high-level and mixed levels participants, and management and “management+R&D” jobs; there are more interpersonal interaction among leavers in the group which combined by mixed levels participants and “management+R&D” jobs. According to the present situation, this study divides 12 types of collective turnover, and four kinds of collective turnover developmental pattern. This study preliminarily completed promotion from phenomenology to typology. 2. The first leaver often comes from the network central position, and the stayer is more likely shift into follow leaver if there are strong tie strength between the stayer and first leaver；and the personality of stayer will influence this shift. If the tie strength between first leaver and stayer is strong, based on interpersonal trust the interaction between them tend to be more direct; If the tie strength between first leaver and stayer is weak, based on emotional contagion the interaction between them tend to be more indirect; and organizational climate would be the moderator. Collective turnover process is divided into four stages: start, gestation, occurrence and emergence, and the key stage is the gestation which takes place in the interpersonal interaction between first leaver and stayer. 3. The tie strength of the stayers’ internal social network have a significant negative impact on follow turnover intention, while the tie strength of the stayers’ external social network have no influence on the follow turnover intention. The cognition-based interpersonal trust has provided complete mediation effect between the internal tie strength and follow turnover intention; while the emotion-based interpersonal trust has no mediation effect. Risk aversion tendency has played a positive moderation effect between the internal tie strength and follow turnover intention. The above research conclusions not only will guide the practice of organization management, and has done a certain theoretical innovation. First, the four stages development model of interpersonal interaction during the collective turnover process has constructed; Second, based on the social network perspective, the individual turnover has integrated into the theoretical framework of collective turnover process; Third, focused on the stayers’ social network tie strength and follow turnover intention during the collective turnover process, it makes breakthrough in the process mechanism research of collective turnover.
查看全文：	预览  下载(下载需要进行登录)