结构化工作满意度及其对离职倾向的影响分析-analysis of structured job satisfaction and its influence on turnover intention.docxVIP

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结构化工作满意度及其对离职倾向的影响分析-analysis of structured job satisfaction and its influence on turnover intention.docx

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结构化工作满意度及其对离职倾向的影响分析-analysis of structured job satisfaction and its influence on turnover intention

analysisandSEMareintroducedinthetheorymodeltest.Theempiricalstudiessuggestedthecontributionofdimensionsofjobsatisfactiontooverallsatisfactionbecomessmallerandsnallerfrompaysatisfaction,individualdevelopmentsatisfaction,torelationshipsatisfaction.Asrelationshipsatisfaction,onlysuperiorsatisfactionreactinthemodel,colleaguesatisfactionhasnocontribution.ThischaracteristichasadistinctbrandofChinesecontext,whichisdiscussedcompletelyinthepaper.Modelingtherelationshipbetweenstructuraljobsatisfactionandturnoverintention,analyzingandtestingeffectsofeachdimensionofjobsatisfactiononturnoverintention.Foreachdimensionofjobsatisfaction,paysatisfactioneffetsemployeeturnoverintentionmostly,thenemployeedevelopmentsatisfaction,thesuperirsatisfactionhasthesmallesteffectonturnoverintentionthanthetwopriordimensions.Theresultentichesthecontextofturnoverresearch,andisbenefitforthestudyonturnovermodels.Basedonthelatentstate-traittheory(LSTtheory),thePA/NAstructureisanalyzed,whichillustratestheessentialrelationshipbetweenthedoublepersonalitycomponents.Themethodintroducedherewouldbeanewandvalidwayforotherstudiesonattitudes,valueandmotivationsinorganizationalbehavior.Theresultshows,asimportantmoderatevariables,positiveandnegativeaffectmoderatetherelationshipbetweenjobsatisfactionandturnoverintentin,whichrecorrectstheconclusionofpersonalityasantecedentsofsatisfactionandturnoverintention.Forenvironmententerpricesconfrontedwithisbecomingmoreandmoredynamicbyreasonoftheenhancementoftechnologyadvancement,marketcompetition,andmarketenvironmentchange,organizationalchangehasbeenanordinaryoperationinordertosurviveanddevelop.ThispaperintroducesacaseoforganizationalchangeofAnhuiTelecom,analysestheeffctsoforganizationalchangeonjobsatisfaction,whichwouldbeusedfortheoreticalandpracticalreferenceofemploreesatisfactionmanagement.Originatingfromtheemployee’sworkgoalandexpectation,thispaperfocusesontheeffectsofpersonalitiesonjobsatisfactionandturnover,andconstructsajobsatisfactionmodel,whichisthebaseofemployeetu