摘要
本研究从青年员工职业生涯发展视角,以电力系统青年员工为样本,实证研究青年员工的职业倾向与组织承诺、留职意向的关系。研究发现:青年员工的服务型、挑战型倾向对情感承诺、规范承诺具有显著的正向影响,自主型倾向对情感承诺、规范承诺具有显著的负向影响;管理型倾向与情感承诺对留职意向具有显著的正向影响。本研究结论为企业特别是电力企业有效开发青年员工的职业生涯,并在开发中提高青年员工的组织承诺及有效保留青年员工提供有益的思路和依据。
From the perspective of career development, the paper uses samples from the electric power industry of China, empirically studies the influence of career orientation in young employees on organizational commitment and intention to stay. So far as the affective commitment and normative commitment is concerned, the study finds that both the types of service and challenge have positive and significant influence; whereas the autonomy type has negative and significant influencet. In addition,affective commitment with managerial orientation has positive effect and significant influence on intention to stay. The study results provide positive ideas on effective development of young employees＇ career, enhancement of their organizational commitment and retention from the perspective of career development for electric power companies in China.
出处
《工业工程与管理》
2008年第5期106-112,共7页
Industrial Engineering and Management
基金
国家自然科学基金资助项目(70771064)
关键词
职业倾向
组织承诺
留职意向
青年员工
career orientation
organizational commitment
intention to stay
young employee
