知识型员工组织情境与离职意愿的关系研究  

On the Relationship between Organizational Context and Resignation Intention of Knowledge-based Employees

作　　者：闫威[1] 黄文凤[1] 韩美清[2] 

机构地区：[1]重庆大学经济与工商管理学院,重庆400030 [2]包商银行成都分行,四川成都610020

出　　处：《广西财经学院学报》2014年第2期1-6,共6页Journal of Guangxi University of Finance and Economics

基　　金：国家社会科学基金青年基金项目(12CJY021);教育部人文社会科学研究青年基金项目(11YJC790225);教育部人文社会科学研究规划基金项目(12YJA630040);重庆大学中央高校基本科研业务费科研专项(CDJSK10 00 54;CDJSK11 070和CDJRC11020003)

摘　　要：论文以知识型员工为研究对象,利用结构方程模型(SEM),探讨了组织尊重感、工作倦怠、组织承诺与离职意愿之间的相互关系。实证结果表明,组织尊重感对工作倦怠和离职意愿有显著的负向影响,对组织承诺有显著的正向影响;工作倦怠对组织承诺有显著的负向影响,对离职意愿有显著的正向影响;组织承诺对离职意愿有显著的负向影响。最后,从提供富有挑战性的工作,加强教育培训,建立公平合理的晋升机制等方面提出对策建议。The paper takes knowledge-based employees as the target of research and uses structural equation model（ SEM ）to study the interrelation among organizational respect,job burnout,organizational commitment and resignation intention. The result of the empirical study shows that organizational respect can remarkably reduce job burnout and resignation intention and help increase organizational commitment;job burnout,on the other hand,has a negative effect on organizational commitment,but has a positive one on resignation intention,while organizational commitment is inversely proportional to turnover intention. The paper in the end offers suggestions on provision of challenging jobs,reinforcement of training as well as establishment of fair and reasonable promotion mechanism.

关 键 词：知识型员工 组织尊重感 工作倦怠 组织承诺 离职意愿 

分 类 号：F243.1[经济管理—劳动经济]