新入职员工职业成熟度对离职倾向的影响  

Empirical Research on the Influence of Vocation Maturity to the Turnover Intention of New Recruits

作　　者：李从欣[1] 张再生[2] 

机构地区：[1]石家庄经济学院经贸学院,石家庄050031 [2]天津大学管理学院,天津300072

出　　处：《江汉学术》2015年第3期85-90,共6页JIANGHAN ACADEMIC

基　　金：国家社科基金项目"高校毕业生就业稳定性及就业促进机制研究"(09BJY029);教育部人文社会科学项目"大学生向职场过渡的机制及其就业促进政策支持体系研究"(09YJA630109)

摘　　要：随着员工和企业之间关系的逐步弱化,新入职员工的就业稳定性成为人们关注的焦点。就业稳定性主要通过离职倾向来分析,影响离职倾向的因素非常多,职业成熟度是观察研究新入职员工离职倾向的一个重要指标。因此,根据《就业稳定性研究调查问卷》,利用实地调查数据,以工作满意度和组织承诺为中介变量,从而分析职业成熟度各维度对离职倾向的影响,对各研究假设进行验证。研究表明,在对离职倾向有影响的八条显著路径中,组织承诺、工作满意度、职业能力这三条对离职倾向的影响是"直接的"。而职业价值、职业能力对离职倾向的影响,是经由工作满意度或组织承诺对离职倾向产生间接影响,因此另外五条路径是"间接的"。最后,根据实证结论分别从职业目标、职业能力、职业价值三个层面提出了降低离职倾向的具体建议。With the weakening of the relationship between employees and enterprises, the employment stability of new recruits becomes the focus. Employment stability is analyzed mainly through turnover intention and there are many influencing factors of turnover intention, study turnover intention of new recruits. With the s on paths analysis. The results shows： among th while career maturity is an important indicator to urvey data, this paper analyzes the turnover intention based e eight significant paths, organizational commitment, job satisfaction and professional ability affect turnover intention directly. The other five paths affect turnover intention indirectly while through job satisfaction or organizational commitment. Finally, according to the empirical conclusions, from three level of career goal, professional ability, professional value, we may present some specific recommendations to reduce turnover intention.

关 键 词：职业成熟度 离职倾向 新入职员工 职业价值 职业目标 

分 类 号：F272.92[经济管理—企业管理]