科技人员职业目标、工作体验与离职倾向关系研究-劳动经济学专业毕业论文.docxVIP

首都经济贸易大学硕士学位论文科技人员职业目标、工作体验与离职倾向关系研究 首都经济贸易大学硕士学位论文 科技人员职业目标、工作体验与离职倾向关系研究 I I 论文提要 在以科技人员为核心资源的高科技企业，人才的流失，将给公司带来无数灾 难性的损失：人才队伍接续不上，技术无法传承等等。以往与离职倾向的研究往 往从工作满意度、忠诚度或是组织承诺等角度进行探索，笔者创新性从工作体验 的角度探究离职倾向的影响因素。此外，由于科技人员具有较高的职业道路发展 取向，研究中还加入了职业目标，将科技人员进行细分，研究细分人群的离职倾 向影响因素。 本文以北京地区某高科技产业的科技人员对象，通过问卷调查等方法收集了 976 份有效数据。在使用结构方程分析方法获得了工作体验及职业目标的测量结 构基础上，经过 AMOS 模型拟合，验证了不同职业目标的科技人员，影响其离 职倾向的工作体验维度差异。以下是论文的主要分析成果： 不同职业目标的科技人员，影响其离职的工作体验因素存在差异。对于以技 能提升为职业目标的科技人员，工作发展(能力发展、培训机会)是左右离职倾向 的核心因素，与管理支持(创新、任务)共同起着负向效应；对于以综合管理为职 业目标的科技人员，高薪酬福利是留住员工的最好方式；而对于以任务挑战为职 业目标的科技人员，提高创新性的管理支持是最优选择，再配以工作发展机会， 效果更显著。 主题词： 科技人员 职业目标 离职倾向 工作体验 II II Abstract It will be a disaster if a high-tech company suffers a loss of talent which was considered as the core: great talent gap and technology which couldn’t be inherited. The usual study of turnover intention consists of job satisfaction, loyalty or organizational commitment. The author unprecedentedly explore a new way from work experience. In addition, due to scientific and technical personnel have a higher career path development orientation, the study also added career goals in order to get a talent segmentation, and then go on the study of Turnover Influencing Factors. This study discusses the connections between the work experience and the leave tendency. We collected nearly 1000 valid data in Beijing area of the high-tech industry in the scientific and technological personnel, through the way of the face interview and questionnaire. We analyzed the effects of four work experience factors on turn-over tendency of science and technology personnel: management style, career development, compensation and benefits, organization strength. And we compare the significance among people in different career path. Finally we draw the following conclusions: There are some special factors affecting turn-over tendency in each type of talents. For the skill upgrading, job development (capacity development, training opportunities) is core factor affecting th