摘要
运用问卷对216名职业探索期员工的心理契约违背感与离职倾向进行调查,研究表明:男性较女性对物质激励违背更敏感;已婚者在"受尊重信任""业绩被认可""领导支持"方面的违背感较未婚者强烈;高学历者心理契约违背感较高,离职倾向却较弱;营销岗位员工对环境支持违背最敏感;与时间有关的特征变量(年龄、工龄)对职业探索期员工的离职倾向有明显影响,心理契约违背感与离职倾向较强烈者多为工作一至两年者。
A questionnaire is employed to examine into 216 career exploration workers＇psychological contract violation and turnover intention. The results show as follows：Firstly, males are more sensitive to material incentive violation. Secondly, the marriage - locked suffer more psychological contract violation such as in respect, recognition and superiors＇support. Thirdly, the well - educated show high psychological contract violation and low turnover intention. Fourthly, salespersons are more susceptible to environment support violation. Fifth, psychological contract violation and turnover intention vary with workers＇ age and service length in the current company. Those who have served for one to two years show more psychological contract violation and turnover intention.
出处
《浙江教育学院学报》
2009年第4期74-80,共7页
Journal of ZHEJIANG Education Institute
关键词
心理契约违背感
离职倾向
职业探索
psychological contract violation
turnover intention
career - exploration
