实际工作预览与员工离职率关系文献综述.pdfVIP

摘 要 本文探讨了实际工作预览（一种有别于传统工作预览的招聘技术）对员工离 职率以及其他结果变量（如工作满意度、组织承诺度、工作绩效等）的影响，并 论述了实际工作预览的作用机制，而对于可能影响实际工作预览效果的因素及调 节变量本文也做了详尽的论述。总体的研究结论表明，实际工作预览能够有效的 降低新员工的离职率、提高员工的工作满意度和组织承诺度。在作用机制方面， 自我选择、期望满足、困难应对以及诚实开放四个解释性理论常常被用来解释实 际工作预览对员工离职率以及其他结果变量的影响原因。而对于研究结论上所出 现的不一致现象，多数研究人员认为研究方法上的缺陷以及研究人员所忽视了的 调解变量是造成了这一结果的主要原因。今后的研究中，如果能够对这些调解变 量进行较好的控制，并改进研究方法上的缺陷，那么实际工作预览与员工离职率 及其他结果变量之间的关系可能就会更加清楚。 关键词：实际工作预览；离职率；工作满意度；组织承诺度；工作绩效 1 Abstract We are focusing the effects of RJP (realistic job preview) on turnover and other organizational outcomes such as job satisfaction, organizational commitment and job performance. We found that RJP has a beneficial effect on turnover and other variables, though the conclusion is inconsistent among previous RJP studies. Besides that, we are interested in the mechanism that underlying the effect of RJP. It is suggested that self-selection, met expectation, coping and perception of honesty and caring make RJP work effectively. As usual, none of the four explanations get widespread acceptance. Finally, we explored the mediators that may affect the relationship between and organizational outcome variables. Our review revealed that both research methods and mediators ignored by previews research make the situation complex and conclusion inconsistent. We proposed that the relationship between RJP and other variables will become clearer if we control these factors. Key words: realistic job preview, turnover, job satisfaction, organizational commitment, job performance 2 目 录 第1章  导论 1  1.1 问题的提出 1 1.2 研究目的 2 1.3 研究意义