摘要
本文构建了职业成长对离职倾向的关系模型,实证分析了职业成长对离职倾向的作用机理。识别了职业成长与离职倾向关系中的两个重要调节变量,即职业承诺和感知机会。通过对九个城市961名企业员工的调查,采用回归分析处理数据,研究结果表明:职业成长对离职倾向具有很好的预测作用,职业成长四个因素对离职倾向均存在显著的影响;职业目标进展与职业能力发展交互作用于离职倾向;职业承诺越高的员工,他们对自身的职业能力发展、晋升速度越加关注,更可能会因为职业能力发展受限和晋升速度缓慢而产生高的离职倾向;随着员工感知机会的增加,职业成长对离职倾向的预测作用逐渐增强。
The new economy has changed the way organizations are strutted and managed, modified the psychological contract between employer and employee, and ultimately transferred people＇s career value and attitudes. Employees＇ career pursuit is boundary-less, career transfer and job mobility became a common phenomenon. Under the condition of boundary-less vocational pursuit, the professional ability become the most important factor for individual career success, in order to gain personal career growth, people can transfer their careers across different organizations frequently. These changes lead directly to the decrease of employees＇ organizational commitment, employees will probably leave their current organizations for the limitation of development opportunities provided by the organizations, and to pursuit professional growth through work flow. If the internal talents of the organization lose constantly, it will lead to great loss of organization. This paper establishes a model to interpret the relationship between career growth and turnover intention, empirically analyzes the impact mechanism of employees＇ career growth on turnover intention. It recognizes two important valuables, career commitment and perceived opportunity, which mediated the relation between career growth and turnover intention. Basing on literature review, three aspects of hypotheses are put forward. In order to test the hypotheses, 1200 employees in 9 cities are investigated, and 961 sets of questionnaires are valid. Confirmatory factor analysis approach is conducted to verify the four-dimensional structure model of career growth, and regression analysis is used to test the hypotheses. The results show that： （1） career growth could predict turnover intention well, four factors of career growth, including career goal progress, career capacity development, promotion speed, and remuneration growth, did significant influence on turnover intention; （2） career goal progress and career capacity development do interaction role on turnov
出处
《南开管理评论》
CSSCI
北大核心
2010年第2期119-131,共13页
Nankai Business Review
基金
国家自然科学基金优秀创新群体项目(70121001)
国家自然科学基金项目(70772109
70872034)资助
关键词
职业成长
离职倾向
职业承诺
感知机会
调节作用
Career Growth
Turnover Intention
Career Commit- ment
Perceived Opportunities
Mediated Role
