组织职业生涯管理与人力资源管理强度一致性对员工离职倾向的影响机制研究——职业满意度的中介作用和雇主品牌的调节作用  

The Impact Mechanism of Consistency between OCM and HRM Strength on Employee Turnover Intention:The Mediating Effect of Career Satisfaction and the Moderating Effect of Employer Brand

作　　者：朱飞[1] 岳美琦 章婕璇 ZHU Fei;YUE Mei-qi;ZHANG Jie-xuan

机构地区：[1]中央财经大学商学院

出　　处：《中央财经大学学报》2021年第12期105-118,共14页Journal of Central University of Finance & Economics

基　　金：北京市社会科学基金重点项目“北京市服务企业雇主品牌对员工行为与绩效的跨层影响和理论构建”(项目编号:19GLA009)。

摘　　要：组织职业生涯管理和雇主品牌塑造对员工离职倾向的影响机制是一个重要的研究和实践问题。尽管学者们已从不同角度对该问题进行了有益探讨,但现有文献中尚无关于无边界职业生涯时代员工职业选择决策更加依赖环境信息的重要特征以及内容型变量和过程型变量一致性对员工离职影响机制方面的成果。笔者以无边界职业生涯为背景,依据社会信息加工理论,使用199家金融服务企业人力资源经理和947名员工的配对调查数据,实证了组织职业生涯管理与人力资源管理强度一致性、雇主品牌(含功能性因素与象征性因素)、职业满意度对员工离职倾向的影响机制。研究证实:组织职业生涯管理与人力资源管理强度一致性正向影响员工职业满意度,进而降低员工离职倾向,在此影响过程中,雇主品牌功能性因素(而非象征性因素)发挥负向调节作用;在组织职业生涯管理与人力资源管理强度一致性对员工离职倾向的影响过程中,人力资源管理强度(而非组织职业生涯管理)是关键解释变量。本研究深化了无边界职业生涯背景下员工离职决策机制研究,揭示了组织环境信息一致性、显著性和可比较性对员工离职决策的重要影响,研究结论为管理者降低员工离职倾向、提高优秀人才保留效率提供了理论依据。Although previous research about the relationship among organizational career management(OCM),employer brand,and turnover intention is profound,it still needs study further about how employees make career choices based on social information in the boundaryless career era.Besides,it is unclear about the impact mechanism of the consistency between content and process antecedent on turnover intention.These are also important causes for the divergences or conflicts of current research views.In the current boundaryless career environment,drawing on the theory of social information processing,the authors constructed a research model on the impact of the consistency between OCM and human resource management(HRM)strength,employer brand(including instrumental and symbolic dimensions)and career satisfaction on employee turnover intention.Analyses are based on the paired sample data of 199 human resource managers and 947 employees from financial enterprises.The results show that:career satisfaction mediates the negative effect of the consistency between OCM and HRM strength on employee turnover intention;instrumental employer brand,but not symbolic employer brand,plays a negative moderating role in the above process.In the process of the consistency between OCM and HRM strength on turnover intention,HRM strength,but not OCM,is the key explanatory factor.The research deepens the impact mechanism of employee turnover in the boundaryless career era and reveals the significant influencing effect about the consistency,conspicuousness,and comparability of organizational information on employee turnover decision-making.It also provides practical implications for managers to reduce the turnover intention and improve the retention efficiency of talented employees.

关 键 词：组织职业生涯管理 人力资源管理强度 雇主品牌 职业满意度 离职倾向 

分 类 号：F270[经济管理—企业管理]