组织承诺对员工离职的影响研究【毕业论文】.docVIP

摘  要  当前，我国宏观经济下行压力加大、市场环境瞬息万变、行业利润率快速下滑， 极大地导致了中小企业“招工难、用工难、留工难”的问题，企业效益增长与员工收 益增长之间的冲突变得越来越不可调和与回避。在这种情况下，原本推动中小企业快 速发展的人才流动制度，出现了“过度流动”问题——员工离职频率高、流失率严重。 优秀的员工是一个企业保持竞争优势的有力保证，对中小企业而言，这点尤为重 要。如何留住优秀的员工、使员工离职率维持在一个合理的水平，已成为现阶段我国 中小企业人力资源管理当中亟待解决的一大重点与难点。 理论界和实务界的大量研究已经证实，组织承诺是影响员工离职倾向的重要态度 变量。本文以重庆市中小企业为研究对象，从组织承诺与员工离职关系的研究视角出 发，以国内外相关研究理论为基础，在对重庆市中小企业用工情况进行了初步分析后， 构建了重庆市中小企业员工组织承诺影响员工离职的理论模型，此外，结合实地考察 的预调研结果，选取了相关人口统计变量（员工个人特征变量），提出了关于员工个 人特征、组织承诺、离职倾向三者关系的研究假设。本文采用凌文辁等（2000）开发 的中国职工组织承诺量表（五因素模型），完成了对 8 个行业企业的调查；在有效地 回收与整理调查问卷后，使用 EXCEL、PASW 软件进行了相关统计检验与实证分析。 最后，经由所得结论，提出了对中小企业人力资源管理具有针对性和适用性的改进建 议与完善对策。 本文旨在解决现实情况中所存在的中小企业员工“过度流动”问题，为中小企业 人力资源管理工作者正确识别员工组织承诺的潜在含义提供指引，并通过探测影响组 织承诺水平的各种特征因素，为组织承诺概念解决实际问题的本土化操作提供依据。 关键词：中小企业，个人特征，组织承诺，员工离职，重庆市 I  Abstract At present, the macro environment of rapid change, leading to small and medium-sized enterprise labor costs rise generally, the increasingly fierce competition in the market at the same time, the industry profit margins are declining rapidly, enterprise benefit growth and earnings growth there is inevitable contradiction between employees, already made a talent flow system, to promote the development of small and medium-sized enterprise rapid flow excessive problems, high employee turnover frequency, severe attrition. A good employee is, as it were, a powerful guarantee for an enterprise to keep the competitive advantage, for small and medium-sized enterprises, it is particularly important. Therefore, how to retain good staff, make the staff turnover rate at a reasonable level, has become the present stage our country small and medium-sized enterprise human resources management of a key and difficult to be solved. Organizational commitment as one of the important affect employee turnover intention attitude variables, employee turnover tendency to have very good prediction effect. Based on the Chongqing small and medium-sized enterprises as the research object, from the study of the relationship between organiz