结构化工作满意度和其对离职倾向的影响研究.pdf

模型研究进行了有益的补充。 （3 ）采用潜变量状态-特质理论分析方法，研究了积极/消极情感这一对重要人格元素 的结构，不仅明晰了积极情感和消极情感的本质关系，而且为组织行为学中其他典型问题如 态度、价值观和动机等的研究，提供了一个新的有效分析方法。研究还发现人格因素（积极 情感、消极情感）在工作满意度与离职倾向关系中主要起调节作用，是重要的调节变量，是 对传统研究中将人格因素作为满意度和离职倾向的前因变量的有益矫正。 （4 ）鉴于当前技术进步加快、市场竞争加剧、市场环境多变而导致企业面临的内外部 环境动态性增强的现状，组织变革在企业生存和发展过程中已经难以避免。本文以安徽电信 的组织变革作为案例，研究分析了组织变革对工作满意度的影响，为企业在新形势下员工满 意度管理提供理论和实践指导。 本文从员工工作目的和工作期望出发，关注人格特质在工作满意度和离职中的作用，构 建了员工的工作满意度结构模型，并以此模型研究工作满意度对离职倾向的影响，提出了工 作满意度结构维度划分的新视角，提高了工作满意度对员工离职倾向的解释率，对贯彻和实 施“以人为本”的管理思想并具体实践操作提供了理论指导。 关键词：工作满意度，结构化模型，离职倾向，人格特质，潜变量状态-特质分析 II ABSTRACT Having developed rapidly more than 30 years, China has achieved great success in economy field, which catch up the eyes of the world. At the same time, Chinese economy encounters some problems and challenges. One of the most serios problem Chinese enterprices endure is the problem named “Yong gong huang”. It is more and more difficult for companies to employ plenitudinous workers. Although some companies take ways to attract people work there by increasing salary et al., the problem can not be solved effectively now. Because the contemporary work forces are mainly composed of young people who came into the world after 1985, or even after 1990. Moreover, most of them are sigleton. They are different from either their parents or their western fellows in early industrialization period. They own particular interest requirement of themselvs. In the fields of enterprice management and organizational behavior, employee job satisfaction and turnover have having been studied for a long time, and abundant fruits have been harvested. It is a pity that most of the chievements above stemed from western culture and the process of industrialization, the results do not adapt to Chinese condition completely. For the study of job satisfaction and turnover must