大悟人格特质与员工离职意愿的相关性研究.pdfVIP

摘要随着我国市场经济发展的不断深入,我国经济在取得了持续的高增长率的 同时,面临着一个突出的问题即我国劳动力市场的供给和需求的不平衡加剧。 随之而来的是我国的平均离职率在加快上升,这意味着社会人力资源配置的低 效率以及相关的交易成本的提高。这不仅不利于社会经济的可持续较快发展, 也可能给社会带来越来越多不稳定的因素。同时较高的离职率也为企业带来了 很大的风险和成本,保留员工、降低员工尤其是关键员工的离职率,成为企业 不得不面对的重大问题。本研究的实践意义也就在于在大环境对离职率产生了 比较大的负面影响情况下,企业如何通过自身的人力资源管理实践来尽量降低 可避免的离职率,从而有利于企业和社会经济的持续发展。而通过文献研究发 现在过往有关离职的研究中,研究者往往集中于环境因素对离职意愿的影响, 而忽略了个体人格特质差异可能的影响。 本研究通过问卷调查的方式收集了 166 份有效数据进行了关于大五人格特 质和员工离职意愿的相关性研究。通过相关分析和回归分析,本研究发现:大 五人格特质中的神经质维度与员工的离职意愿呈显著正相关关系,而责任心维 度和离职意愿呈显著负相关关系,而大五人格的其他三个维度即外向性、开放 性和宜人性对员工离职意愿没有显著的影响。通过方差分析和回归分析还发现: 一些人口统计学变量如教育程度、单位性质、工作经验、年龄都对离职意愿有 一定的显著影响。 通过对本研究的结论的分析,提出对人力资源管理实践的指导建议。如采 用大五人格量表对应聘者的人格特质进行测量,以尽量避免雇佣到潜在的离职 者。昀后分析了研究的局限性和未来研究的发展方向。 关键词 大五人格特质;离职意愿3 Abstract Along with the continually fast development of our economy, Chinese labor market supplies and demands are not balanced well. Our countrys average withdrawal rate is rising rapidly. The high withdrawal rate has also brought the very big risk and cost to the enterprises. To retain the staff and cut the staff’s particularly essential staffs withdrawal rate, has become a major issue which the enterprise can not but face In the past, the related researches of turnover intention were concentrated in the environmental factors and neglected the possible influence of individual personality differencesThis research collected data information by questionnaire survey and tried to figure out the relationship between the big five personality factors and the staff turnover intention .Through the correlation analysis and the regression analysis, this research discovered: Of the big five personality factors, the Neuroticism dimension has a significant and positive influence in the staff turnover intention, while the Conscientiousness dimension has a significant and negative influence in turnover intention. What discovered through the variance analysis and the regression analysis: education level, organization character, working experience and age factor also have sig