摘要
本文实证分析比较产业集群内外企业员工职业成长、组织承诺与离职倾向之间的关系,揭示产业集群内外员工离职倾向产生机理的差异。在9个城市的集群与非集群发放了1200份问卷,实证研究发现:员工职业成长四个因子均对情感承诺具有正向影响;除职业能力发展外,职业成长其余三个因子均对持续承诺和规范承诺有正向影响;职业成长四个因子、组织承诺三个因子分别对离职倾向具有显著的负向影响;职业成长、组织承诺对离职倾向的预测作用在产业集群内外存在显著差异。研究表明,在产业集群中,企业员工可以在组织外部较容易地获得新的工作机会,并更加关注职业成长,因此,他们更可能在职业成长受限时产生离职倾向和行为。
The paper studied the relationship between employees＇ career growth, organizational commitment and turnover intention, and compared the relationship between the three variables in industrial clusters and non-clusters. 1200 em- ployees in industrial clusters and non-clusters of 9 cities were investigated. The results found that： four dimensions of ca- reer growth had significant positive impact on emotional commitment; three dimensions of career growth expect profes- sional ability development had significant positive impact on both of continuance commitment and normative continuance ; both career growth and organizational commitment had significant negative impact on turnover intention ; the role of career growth and organizational commitment in clusters varied significantly from in non-clusters. The results indicate that, in industrial clusters, the employees are easier to acquire new job opportunities outside their current organization, and are more concerned with their career growth; as a result, they are more possible to produce turnover intention and behavior when their career growth is limited.
出处
《预测》
CSSCI
北大核心
2013年第1期23-30,共8页
Forecasting
基金
教育部人文社会科学基金青年资助项目(12YJC630228)
国家自然科学基金重点资助项目(71032002)
国家自然科学基金资助项目(70772109
70872034)
关键词
职业成长
组织承诺
离职倾向
产业集群
职业目标
career growth
organizational commitment
turnover intention
industrial clusters
career goal
