合资企业中层管理者离职倾向的实证研究  

Empirical Study of the Turnover Intention of Middle Managers in Sino-foreign Joint Ventures

作　　者：金南顺[1] 陈璐宁[1] 

机构地区：[1]大连大学经济管理学院,辽宁大连116622

出　　处：《延边大学学报（社会科学版）》2012年第2期80-86,共7页Journal of Yanbian University：Social Science Edition

基　　金：辽宁省社会科学规划基金重点项目(L11ARK002)

摘　　要：过高的离职率会增加企业人力资源的配置成本,影响企业的稳定发展。以大连合资企业中层管理者为研究样本,在分析离职倾向产生机理的基础上,通过实证研究发现合资企业中层管理者在工作满意度、组织承诺均处于较高水平时依然表现出过高离职倾向。究其原因,中层管理者对家庭的重视程度不断提高,工作对家庭的影响可能导致离职倾向的产生;组织承诺虽然处于中等偏上水平,但是对企业的情感承诺较低依然可能导致离职倾向水平偏高;外界为中层管理者提供更多可供选择的机会。这些对合资企业人力资源管理提出了更高的要求。High employee turnover rate will increase the costs of human resource allocation and harm enterprises＇ steadiness.Based on an analysis of the theoretical model of turnover intention,a case study of the middle managers in Sino-foreign joint ventures in Dalian shows that middle managers have high turnover intention although they achieve the average level of job satisfaction and organizational commitment.Reasons could be their increasing emphasis on the family,as the influence of job on family probably are the main cause of turnover intention;low affective commitment leads to high turnover intention even though the organizational commitment is above the middle level;more opportunities are offered from the outside.Therefore,higher level of human resource management is demanded in Sino-foreign joint ventures.

关 键 词：合资企业 中层管理者 离职倾向 

分 类 号：F272.92[经济管理—企业管理]