摘要
近年来,企业员工"一言不合,说走就走"的冲动型离职现象频发,引发社会热议。本文以有限理性和离职决策理论为基础,采用扎根理论方法对36位企业冲动型离职新生代员工进行深度访谈,来揭示企业员工冲动型离职的特征及其深层原因,构建出企业员工冲动型离职决策模型。研究结果表明,企业员工冲动型离职的特征是冲击事件激发、日常征兆隐现、离职行为果断、事后并无悔意;冲动型离职的实质是由冲击事件引发的心理行为反应,关键原因不仅源于自身个性特点、职业目标、价值观以及个人未来发展,还与组织的人际关系、工作强度、公平公正以及组织承诺有关。在此基础上将冲动型离职决策过程分为前期、中期和后期,构建出企业员工冲动型离职决策的模型。该研究丰富离职决策模型的研究,对冲动型离职相关理论的研究推进具有积极作用,并有助于企业制定降低员工冲动型离职的管理措施。
In recent years, the frequent appearance of a phenomenon that young employees resign from their positions when they have fight with their colleague has caused heated discussion in society. Based on limited rationality and turnover decision theory, we conduct in-depth interviews with 36 young employees who have been through the impulsive turnover by using grounded theory method in order to reveal the characteristics and underlying reasons of impulsive turnover and construct an impulsive turnover decision model. The result of this study indicate that the characteristics of employees impulsive turnover pertain to the impact of shock events, the emergence of daily symptoms, the decisive behavior of resignation and no regrets afterwards. The essence of impulsive turnover is the psychological and behavioral reaction triggered by the impact event. The key reasons are not only with the personal characteristics, career goals, values, and personal future development but also relates to the organization’s interpersonal relationships, work intensity, fairness, and organizational commitment. On this basis, the impulsive turnover decision-making process is divided into the early stage, the middle stage and the late stage, and a model of impulsive turnover decision-making of the employees is built. This research enriches the study of the decisionmaking model and has an important theoretical contribution to the advancement of the relevant theories of impulsive turnover. It also provides a reference for enterprise to formulate management measures to reduce impulsive turnover behaviors.
作者
李志
林宓
李苑凌
Li Zhi;Lin Mi;Li Yuanling(School of Public Affairs,Chongqing University,Chongqing 400044; Business School of Southwest University of Political Science and Law,Chongqing 401120)
出处
《中国人力资源开发》
CSSCI
北大核心
2020年第7期21-33,共13页
Human Resources Development of China
基金
中国工程院院地合作项目(2019-CQ-YB-03)
西南政法大学校级科研项目(2011-XZQN21)。
关键词
新生代员工
冲动型离职
有限理性
离职决策
Young Employees
Impulsive Turnover
Limited Rationality
Resignation Decision
