婚姻影响知识型员工的离职倾向吗?——基于可雇佣性视角的案例研究  

Does Marriage Affect the Turnover Intention of Knowledge Workers?——Case Study from the Perspective of Employability

作　　者：陈忠卫[1] 张广琦[1] 秦慈进 

机构地区：[1]安徽财经大学创业与企业成长研究所,安徽蚌埠233030 [2]安徽蚌埠涂山热电集团有限公司,安徽蚌埠233000

出　　处：《经济管理》2014年第2期179-188,共10页Business and Management Journal ( BMJ )

基　　金：国家社会科学基金项目"新创企业创业团队内部信任关系及其动态演化路径研究"(12BGL058);教育部人文社会科学基金规划课题"基于可雇佣性的心理契约及其违背问题研究"(10YJA630017)

摘　　要：可雇佣性是关于获得最初就业、维持就业和获取新的就业所需要的能力,也是影响员工离职倾向的重要因素。本文以中粮蚌埠涂山热电公司为案例企业,利用来自该企业的354份样本数据,实证研究表明,不同婚姻状况的知识型员工离职倾向有显著差异。与此同时,还深入比较了已婚员工、未婚员工两类知识型员工的内部可雇佣性和外部可雇佣性对其离职倾向的复杂影响。With the development of economic globalization and knowledge diversity together with an accelerated pace of science and technology in the 21st century,knowledge workers have become more and more significant to the growth and development of the technology - based enterprises. On the same time, more and more enterprises have come to be conscious that employees＇ turnover behavior is nowadays a regular and acceptable thing in the world. If enterprises now still take full advantage of some administrative compulsory measures as usual, like withholding the employees ＇ personnel files, or just setting a minimum years＇ working limit for the employees etc. to prevent the employees from leaving the organization, they will embarrassedly find themselves in a desperate dilemma. They will not be successful any longer as before because market economy and legal system in China is becoming more and more perfect. Although some workers might be temporally forced not to leave the organization, they would in fact stay absent -minded at work, which will eventually bring down their internal and external job performances within the organization. We also find that, In the contemporary world, people＇s attitudes towards marriage have changed a lot in China, and as a result, the rate of divorced families has been on the increase dramatically in recent years. This paper goes all out to make it clear that whether knowledge workers＇ marital status will have fundamental influence on their turnover intention. If there are any ,what are the innermost influential factors？ Employability is referred to as a worker＇s ability and willingness to obtain an initial job and then remain employed or attractive in the labor market. Employability is also a very important determinant in employees＇ turnover intention. When enterprises and employees both come to be conscious of the significance of employability in work- ers＇ career planning and development, two problems naturally come into existence： （1） how to prevent those knowl

关 键 词：知识型员工 可雇佣性 婚姻 离职倾向 案例研究 

分 类 号：C93[经济管理—管理学]