无边界职涯背景下的离职:重回决策者中心  

Turnover under the Background of Boundaryless Career:Refocus on Employees as Decision-makers

作　　者：吴杲[1] 杨东涛[2] 

机构地区：[1]南京理工大学经济管理学院,南京210094 [2]南京大学商学院,南京210093

出　　处：《心理科学进展》2015年第2期289-302,共14页Advances in Psychological Science

基　　金：国家自然科学基金项目(项目编号:71372027;71072024);江苏省软科学研究计划项目(BR2013076)资助

摘　　要：离职曾被视作组织中的"问题"而受到学术界的重视。传统离职研究更关注通过改变员工的态度来减少离职,进而降低离职对组织产生的负面影响,具有鲜明的组织立场。然而离职的本质是员工个体的决策。无边界职业生涯背景下,面对更加多样化的生涯选择,员工在离职决策中的主体性更加凸显,离职研究需要重回决策者中心,重新聚焦决策者:(1)以决策者为中心探讨离职影响因素;(2)探讨决策者制定离职决策的内在过程;(3)关注员工离职的实际行为及后果。Turnover is a very important topic in management research. Taking the position of organization, most literature focused on how to reduce turnover by influencing employees＇ attitude and thus minimize the negative impact on organizations. However, the nature of leaving an organization is an individual decision of employees. Therefore, under the background of boundaryless career, turnover research should shift its focus back to the employees as decision makers. This paper suggests： firstly, discussing the influential factors on turnover with a focus on the decision-maker; secondly, exploring the inner process of turnover decision-making; thirdly, paying more attention to the actual quitting behavior and the subsequent behavior.

关 键 词：离职 决策者 无边界职业生涯 进化搜索模型 离职剖面 

分 类 号：B849[哲学宗教—应用心理学] C93[哲学宗教—心理学]