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论文编号：	9415
作者编号：	2120152514
上传时间：	2017/6/21 20:40:01
中文题目：	新生代知识型员工个人-组织匹配、主管支持对离职倾向的影响研究
英文题目：	A Study on the Impact of Person Organization Fit and Supervisor Support on Turnover Intention of the New Generation of Knowledge Workers
指导老师：	崔勋
中文关键字：	新生代知识型员工；个人-组织匹配；离职意愿；主管支持
英文关键字：	The new generation of knowledge workers; Personal organization fit; Turnover intention; Supervisor support
中文摘要：	1978年后，我国的经济体制开始向市场经济转型，用人单位和员工面临的环境都发生了较大的变化。如今解雇、辞职、跳槽已经成为职场中的常见现象，根据前程无忧公布的《2017中国企业员工离职率调查报告》，2016年员工的整体离职率为20.1%，甚至其调研数据显示大陆员工的主动离职率在过去三年中始终呈现上升态势。笔者发现，员工主动离职上升趋势出现的时间，和90后知识型员工进入职场的时间相吻合。第一批90后本科毕业生进入职场时就被注意到有较高的离职率，根据相关机构调研数据，2012年90后员工的整体离职率为30.6%，超过平均值5个百分点。并且随着时间的推移，90后知识型员工进入职场的比例也在不断加大。由此可见，90后知识型员工群体的高离职率可能是引发近年来员工离职率不断上升的原因之一。 我国学者对这一领域的研究虽开始较晚，但在引入并评述国外先进的研究成果、针对中国背景下特定行业或特定员工类型对研究结果的适用性问题进行验证以及相对独立的对离职影响因素和离职模型问题进行研究等方面都做出一定成绩。然而在对新生代知识型员工离职问题的研究中，专门针对90后知识型员工离职问题的研究还相对较少。笔者认为即使是在新生代员工的概念内，不同年龄代的员工的生长环境也存在一定的差异，需加强对90后知识型员工的研究。另外传统的研究模式主要关注匹配情况通过工作满意度等态度变量对离职倾向的影响，而90后知识型员工新进入企业，在组织社会化的过程中，相比其他代际员工，可能会更多的受到主管支持的影响。 本研究希望通过实证研究，以90后知识型员工为研究对象，对个人组织匹配对离职意向的影响进行验证，同时比较三个匹配子维度的影响效应。另外将主管支持变量加入已有模型中，分析验证主管支持的两个维度：工作支持和关系支持对个人组织匹配和离职意愿的关系的调节作用。最后基于研究结论，提出有针对性的建议，以期有效帮助人力资源从业者管理更好的对90后知识型员工的离职问题进行管理。
英文摘要：	With the reform and opening up in 1978, the economic system of china had begun to transform to the market economy, the environment of the employer and the employee had changed greatly. Now the dismissal、resignation and job hopping of employee have become common phenomena in workplace, according to published "2017 Chinese enterprise employees turnover rate survey report", the overall turnover rate is 20.1%, compared to last year's 17.7%. The survey dates even show that voluntary turnover rate of Chinese employees kept a rising trend in past three years. The author found that the increase trend of employee initiative turnover emergence with the time that 90s knowledge workers entering the workplace. When the first batch of 90s knowledge workers entering the workplace, they were noticed to have high turnover rate. According to the “2012 Chinese Salary White Paper” published by the specialized agencies that the 90s turnover rate of employee is 30.6%, exceeding 5% of the average level. With the passage of time, the proportion of 90s knowledge workers in workplace will increase. Only 2016, there are about 5 million 600 thousand college graduates into the job market. Thus, the rise of employee turnover in recent years maybe can be partly explained by the high turnover rate of 90s knowledge workers. Though Chinese scholars study in this research field late, but also make progress in the introduction and review of foreign advanced research results, verify the applicability of study results in specific industries or specific types of employees and relatively independent study the influencing factors of turnover and turnover model. However, in the study of the new generation of knowledge workers' turnover, researchers pay more attention to the 80s knowledge workers, not 90s knowledge workers. The author believes that even in the concept of the new generation of employees, employees of different ages have grow up in different growth environment, so we need to strengthen the study of 90s knowledge workers. In addition, the traditional study model mainly concerned the person organization fit impact the turnover intention though attitude variables such as job satisfaction and organizational commitment attitude variables, while 90s knowledge workers as enterprise’s newcomer, compared to other generation employees, they may be affected by the supervisor support more in the process of organizational socialization. So the supervisor support may moderate the relationship between person organization fit and turnover intention. Therefore, based on the literature review, this paper puts forward the research hypothesis. Hoping through the empirical research, taking 90s knowledge staffs as the research object, verify influence of person organization fit on turnover intention, And compared the influences of three dimensions (matching values, ability-job matching, supply- demand matching) to the turnover intention of the 90s knowledge workers. In addition, considering the internal organization variables may impact on the relationship of fit and turnover intention, and in the early interview, many respondents mention the influence of leadership or supervisor on turnover intention. Therefore, the author adds the variables of supervisor support to the existing model, analysis the moderating effect of supervisor support‘s two dimensions: personal and esteem support、enabling job support on the relationship of fit and turnover intention. Finally, based on the conclusions of the study, the paper puts forward some conclusions, which can effectively help the human resource practitioners to manage the turnover of 90s knowledge workers.
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