民营企业新入职员工心理契约违背与离职倾向关系的研究——以组织公平为中介.docVIP

PAGE PAGE 28 民营企业新入职员工心理契约违背与离职倾向关系的研究 ——以组织公平为中介 摘要： 心理契约违背现在已经成为越来越普遍的现象，会导致员工的工作满意度降低、工作效率下降、离职率的增加等行为。而对于民营企业新入职的员工来说，进入一个新的环境，有较高的不稳定性，若感到受到欺骗，则容易产生离职的想法，对企业的发展不利。本文针对民营企业新入职员工，通过发放问卷、SPSS分析等方法，研究探讨了民营企业新入职员工心理契约违背与离职倾向的关系，以组织公平为中介变量，并且得出结论： 1、 心理契约违背与组织公平呈负相关的关系。 2、 组织公平对离职倾向存在负影响，例如相对公平的薪酬制度、对员工保持足够的尊重、能够让员工在组织中参与决策等，都会降低员工的离职率。 3、 心理契约违背会导致员工较高的离职倾向，其中组织不公平感会加强这一影响。 最后，本文针对此次调查发现的问题，为管理者提出几点建议，希望能够从实际上帮助企业和员工更好的发展。 关键词：心理契约违背；组织公平；离职倾向 Research on the relationship of psychological contract violation and turnover intention?for private enterprises new employees ——organizational justice as intermediary Abstract: Psychological contract violation has been become more and more common, it can lead to lower employees job satisfaction and productivity, and the turnover behavior will be increase. For new staff of private enterprises, they entering a new environment short time, so they maybe always want to leave because they feel cheated, it is bad for a company. The author of this paper through questionnaires and SPSS analysis method, research the private enterprises new recruits relationship of psychological contract violation and turnover intentionby organizational justice, and draw the conclusion: 1. Psychological contract violation and organizational justice has a negative correlation. 2. Organizational justice and turnover intention has a negative correlation. For example, fair compensation system、keep enough respect for employees, temployees can participate in decision-making, etc, will reduce the staff turnover rate. 3.Psychological contract violation will lead to high employee turnover intention, organizational injustice will strengthen this effect. Finally, based on the problem, we make some suggestions for managers, and hope to help the enterprises and employees developed better. Keywords:?psychological contract violation; organizational justice;?turnover intention 一、提出问题 （一）研究内容 现在我国的民营企业占了很大一部分比重，管理者们也越来越重视员工的管理和发展，新入职的员工的稳定性差，心理契约从一定程度上来说有很大的影响，这不仅关系到