工作不满引发的EVLN行为演进研究  

Research on EVLN Behaviors Evolution Caused by Job Dissatisfaction

作　　者：林忠[1] 鞠蕾[1] 陈虹霁[1] 

机构地区：[1]东北财经大学工商管理学院,辽宁大连116023

出　　处：《中国软科学》2010年第10期152-163,共12页China Soft Science

基　　金：教育部人文社会科学研究规划基金项目:<组织智商的生成;提升问题研究>;辽宁省教育厅高等学校创新团队研究项目(WT2010007);辽宁省科技厅科学技术计划项目(2009401030)

摘　　要：经济危机下,核心员工因工作不满主动离职现象频发,这对企业的发展极为不利。为探究从工作不满到离职行为的转化路径,控制核心员工主动离职,本文在问卷调查的基础上,应用结构方程模型分析了不同类型工作不满对EVLN四种行为的各异影响及EVLN行为内部演进路径,旨在揭开EVLN行为内部演进路径的黑箱,控制员工工作不满引发的行为。研究结论是,核心员工在工作内部不满较高时,易于选择直接退出行为;在工作外部与工作内部两种不满较低时,则会选择忠诚行为,进入EVLN行为内部"忠诚—呼吁—忽略—退出"的演进路径。针对这两种不同情况,文章提出了符合中国情境的控制核心员工主动离职的三项对策。In the context of economic crisis,the widespread quit of core employee because of job dissatisfaction is disadvantage to enterprises.This thesis aimed to uncover the evolutional path of EVLN,and control the behaviors caused by the employees＇ job dissatisfaction.In order to comprehending the conversion path between job dissatisfaction and exit,controlling core employee quit,this thesis analyzed discrepancy of EVLN behaviors caused by different types of job dissatisfaction and conversion path inside the EVLN behaviors using SEM based on the data from questionnaire survey.The conclusion indicated that employees may directly exit only when inside job dissatisfaction was high.They would choose loyalty and began ＂Loyalty-Voice-Neglect-Exit＂ evolution in the EVLN behavior,when one of the two types job dissatisfaction is low.Finally,this thesis proposed three employee turnover control methods in Chinese context.

关 键 词：工作不满 EVLN行为 演进路径 

分 类 号：F270[经济管理—企业管理]