知识型员工离职倾向的影响因素及其作用机制的实证研究--新员工组织进入过程的视角  

Empirical Research on Influential Factors of Knowledge Workers' Turnover Intention and Their Functional Mechanism——From the Perspective of the New Employees

作　　者：李绪红 徐文 

机构地区：[1]夏旦大学管理学院,上海200433

出　　处：《研究与发展管理》2009年第1期79-86,94,共9页R&D Management

基　　金：国家社会科学基金资助项目(05BJY049)

摘　　要：分析影响知识型员工在新入职阶段产生离职倾向的因素及其作用关系.通过对三家企业的实地问卷调查和数据实证分析,发现组织社会化策略、个人—组织匹配度和任职时间对新员工的离职倾向有重要影响,其中个人—组织匹配是组织社会化策略影响新员工离职倾向的中介变量,并具有完全中介作用.探讨了组织如何运用这些研究结论,更有效地减少新入职的知识型员工的离职意愿、留住组织需要的关键人才.论文丰富了组织理论对于员工离职倾向的研究成果.It explores the factors which affect knowledge workers＇ turnover intention and their interaction when employees enter a new organization. By conducting a field study in 3 technology-oriented finns and empirical analysis on the data, it found that institutionalized organizational socialization tactics （lOST）, person-organization fit, as well as tenure have impacts on knowledge workers＇ turnover intentions, and P-O fit fully mediates the effect of lOST on turnover intentions. It discusses how an organization makes use of these conclusions to reduce people＇ s voluntary turnover and further retain needed talents. The findings enrich the content of organizational theories regarding employees＇ turnover intention.

关 键 词：离职倾向 知识型员工 组织社会化策略 个人-组织匹配 任职年限 

分 类 号：F240[经济管理—劳动经济]