新生代员工内职业成熟度对离职倾向影响研究——基于自我职涯管理与职业承诺的调节作用  

Influence of New Generation Employees Professional Maturity on Turnover Intention——Based on the Regulative Effects of Self-Career Management and Professional Commitment

作　　者：王鑫[1] 张再生[1] 

机构地区：[1]天津大学管理与经济学部,天津300072

出　　处：《天津大学学报（社会科学版）》2012年第5期427-431,共5页Journal of Tianjin University：Social Sciences

基　　金：国家社会科学基金资助项目(09BJY029);教育部人文社科基金资助项目(09YJA630109)

摘　　要：针对新生代员工,构建内职业成熟度对离职倾向的影响关系模型,运用相关分析和层次回归方法,对内职业成熟度对离职倾向的作用机理进行了实证分析。探讨了内职业成熟度与离职倾向关系中两个重要调节变量:自我职涯管理和职业承诺。结果表明:内职业成熟度四个维度对离职倾向均存在显著影响;随着新生代员工职业承诺程度的提高、自我职业生涯管理水平的提高,他们对职业价值和职业目标、职业自主和职业自信就有越高的要求,更有可能因为自身内职业成熟度得不到提升而有更高的离职倾向。In order to construct the relation model of the influence of professional maturity on turnover intention for new generation employees, this paper makes an empirical research on the action mechanism of professional maturity to turnover intention with the method of relevant analysis and hierarchical regression. Two important regulation variables in the relation between professional maturity and turnover intention： self-career management and professional commitment are discussed. The results of the research show that professional maturity in four dimensions is of great influence on the turnover intention. With the increase in career commitment and the level of self-career management among new generation employees, they will have more desire for professional value, career goals, professional independence and professional confidence. They are more likely to have a higher level of turnover without the promotion in their own professional maturity.

关 键 词：新生代员工 内职业成熟度 离职倾向 自我职涯管理 职业承诺 

分 类 号：G913.2[文化科学]