代际差异视角下工作价值观对员工离职倾向的影响研究  

The Impact of Work Values on Employee Turnover Intention——From the Perspective of Generation Difference

作　　者：黄中伟[1] 孟秀兰[1] 范光明[1] 

机构地区：[1]浙江师范大学经济与管理学院,浙江金华321004

出　　处：《经济与管理评论》2016年第1期54-62,共9页Review of Economy and Management

基　　金：国家社会科学基金项目"基于中间性组织的新型农业经营体系发展研究"(项目编号:13BJL067);浙江省自然科学基金项目"基于复杂网络演化的产业组织N-SCP分析范式与建模研究"(项目编号:Y6080232)的阶段性成果

摘　　要：研究以368份数据为依据,运用层次回归、分组回归方法考察员工工作价值观对离职倾向的影响以及代际之间的差异。研究结果表明:第一,舒适与安全型和能力与成长型工作价值观对离职倾向具有显著的负向影响;地位与独立型工作价值观对离职倾向具有显著的正向影响;第二,"80前"员工安全与舒适和地位与独立型价值观对离职倾向的影响程度高于"80后"员工;第三,组织公平正向调节了安全与舒适型,负向调节了能力与成长型工作价值观对离职倾向的影响。研究进一步丰富了工作价值观和离职倾向理论,对中国新情境下管理者管理活动具有重要的指导意义。Based on 368 data and using hierarchical regression, grouping regression and confirmatory factor analysis method, this study aims to examine the relation between work values and employees turnover intention and the differences between generations. The results show that, first, the comfort and safe work values and the ability and growth work values are negative correlation with turnover intention; Status and independence of work values of group is significantly positive correlation with turnover intention. Second, the degree of the impact of safe and comfort and the position and the independent values on turnover intention for ＂80 before＂ staff is higher than for ＂ after 80＂. Third, the organizational justice can adjust positively the impact of comfort and safe values on turnover intention, and adjusts negatively the impact of status and independent model values on the turnover intention. This study further enriches the theory of work values and turnover intention and can provide important guidelines for administrators under the new situation in China.

关 键 词：工作价值观 离职倾向 代际差异 组织公平 

分 类 号：F406.15[经济管理—产业经济]