摘要
用层级回归方法分析了员工离职倾向的主要结构化变量和环境变量 ,检验了事业满意感在员工离职倾向决定过程中的调节效应。主要结论包括 :第一 ,报酬满意感、晋升机会、工作自主性和上级支持与其它工作机会对员工的离职倾向具有显著的解释能力 ;第二 ,事业满意感与工作自主性之间的交互作用以及事业满意感与上级支持之间的交互作用对员工离职倾向有显著的解释作用。为员工离职倾向决定的权变主义观点提供了证据。讨论了研究结果的管理学含义。
This study uses hierarchical regression to investigate the power of structural and environmental variables and interaction effect of career satisfaction in a simplified Price turnover model with a sample from retail industry in China. The findings include: 1. Pay satisfaction, promotional chances, autonomy and supervisor support among structural variables and perceived alternative employment opportunities of environmental variable explained turnover intention significantly. 2. Interaction terms between career satisfaction and autonomy,career satisfaction and supervisor support exhibited significant effects in the regression. The empirical findings provided evidence for contingency perspective of turnover intention literature.
出处
《市场与人口分析》
CSSCI
2005年第1期42-48,74,共8页
Market & Demographic Analysis
关键词
离职倾向
事业满意感
调节效应
turnover intention
career satisfaction
modulation effect
