多层次承诺影响技术员工离职意向的比较研究1acomparing.pdfVIP

多层次承诺影响技术员工离职意向的比较研究1 1，2 2，3 2，3 唐琳琳 ，王重鸣 ，孟晓斌 （1. 浙江大学 心理与行为科学系，杭州 310028；2. 浙江大学 人力资源与战略发展研究中心； 3. 浙江大学 管理学院，杭州 310058） 摘 要 信息技术企业技术员工的高离职率成为信息技术行业面临的一大难题，本研究在浙江省信息技术 企业和传统制造企业问卷调查的基础上，分析了两类企业中多层次承诺（组织承诺、团队承诺和职业承诺） 对信息技术企业技术员工离职意向的影响及其差异。研究发现，信息技术企业技术员工的团队承诺是组织 承诺影响离职意向的缓冲变量，当组织承诺一致时，团队承诺越高，离职意向也越强。而传统制造企业中 职业承诺的缓冲效应得到了验证，当组织承诺相同时，员工的职业承诺越高，其离职意向就越弱。研究最 后对企业的管理提出了建议。 关键词 组织承诺 团队承诺 职业承诺 离职意向 中图分类号：B849:C93； 文献标志码：A A Comparing Research about the Influence of Commitments at Multi-levels on Turnover Intention of Technology Employers TANG Linlin1,2, WANG Zhongming2,3, MENG Xiaobin2,3 (1.Department of Psychology and Behavior Sciences; 2.Center for Human Resource and Strategic Development; 3.School of Management, Zhejiang University, Hangzhou, 310028) Abstract: The high turnover rate is a serious problem for many information technology companies. The present study is based on a questionnaire survey of information technology companies and traditional manufacturing in Zhejiang; the influence of commitments at multi-levels on turnover intention is analyzed, which includes organizational commitment, community commitment and occupational commitment. Community commitment is found to have moderating effects between commitment to company and the turnover intention in information technology companies. If organizational commitment is fixed ，when community commitment is higher, turnover intention will be stronger. But in traditional manufacturing, there is occupational commitment be found to have moderating effect, and if organizational commitment is fixed ，when occupational commitment is higher, turnover intention will be weaker. The implications of these findings are discussed in the context of informa