摘要
用我国销售企业员工样本,通过逐级回归方法,在分析了员工离职倾向的主要结构化变量和环境变量的解释能力的基础上,检验了晋升机会在员工离职倾向决定过程中的调节效应。主要结论包括:①结构化变量中的工作自主性、程序公平、角色冲突、报酬满意感和上级支持,与环境变量其他工作机会对员工的离职倾向具有显著的解释能力;②晋升机会对员工离职倾向具有独立的解释能力;③晋升机会通过工作自主性、分配公平和上级支持在员工离职倾向决定模型中具有显著的调节作用。为员工离职倾向的权变主义观点提供了有力的证据。最后讨论了研究结果的管理学含义。
On the basis of an example from marketing employee in China, the explainable ability of the structural and environmental variables of employee turnover and the structural-environmental variables in the Price turnover model were investigated by hierarchical regression. It was concluded that：①the structural variables, including alternative employment opportunities, autonomy, procedural justice, role conflict, pay satisfaction and supervisor support, showed their more powerful explainable ability for turnover intention;②the promotion chances demonstrated their unique effectiveness in explaining the employee turnover intention;③the promotion chances showed their significant effects through autonomy, distributive justice, and supervisor support respectively on the employee turnover intention in the regression. These results provided the evidence for the contingency perspective of turnover intention in the literature.
出处
《管理学报》
2005年第5期576-581,共6页
Chinese Journal of Management
关键词
员工离职
晋升机会
调节效应
turnover intention
promotion chances
moderating effect
