摘要
基于自组织理论,本研究探讨了新老两代农民工人际关系对离职意愿的差异化影响,以及内部推荐行为的中介作用。通过对中国情境下人际关系“差序格局”特征的分类和分析,本研究发现亲缘、地缘等先赋性关系对新老两代农民工的内部推荐均有显著的正向影响,但是对离职意愿的影响并不显著。另一方面,友缘、业缘等后致性关系仅对新生代农民工离职意愿有显著的抑制作用,内部推荐在后致性关系对离职意愿的影响之间有部分中介效应。后致性关系存在教育异质性,对内部推荐的正向影响仅在高中及以上学历的农民工群体中显著。本文通过对2399份调查问卷进行分析,发现农民工工作场所人际关系具有“远亲不如近邻”的作用特征,具有一定的理论和实践价值。
Based on the theory of self-organization,this study explored the differentiated impact of Chinese interpersonal relationships(guanxi,关系) among migrant workers for both new and old generations on their turnover intention and the mediating role of internal referral behavior.Through the classification and analysis of the "differential mode association"(chaxugeju,差序格局) of guanxi in Chinese context,this research found that preexisting guanxi such as kinship have no significant impact on workers' turnover intentions,but have a significant positive impact on workers' internal referrals.On the other hand,post-existing guanxi such as friendship have a significant inhibitory effect on workers' intention to quit,and internal referrals have a partial mediating effect between the impact of post-existing guanxi and turnover intentions,these effects only significant for new generation born after year 1980.The effects of post-existing guanxi also vary by education level,which the positive impact of internal referrals is only significant among those with a high school education or above.Based on the analysis of 2399 survey questionnaires,we find that guanxi in the workplace of Chinese migrant workers have the characteristic of "a close neighbor is better than a distant relative"(远亲不如近邻),which has certain theoretical and practical value.
作者
杨伟国
袁可
冉根敏
Weiguo YANG;Ke YUAN;Genmin RAN(School of Labor and Human Resources,Renmin University of China,Beijing 100872;China Construction Second Engineering Bureau Ltd.,Beijing 100160)
出处
《中国人力资源开发》
北大核心
2023年第5期87-100,共14页
Human Resources Development of China
基金
中建股份科技研发计划资助(CSCEC-2021-Z-43)。
