心理契约与制造业新生代员工离职倾向——职业前景感知的调节作用  

Psychological Contract and Turnover Intention of New-generation Employees in Manufacturing Industry:the Moderating Effect of Career Prospects Perceived

作　　者：蔡敏[1] 季子凌 俞国桥 CAI Min;JI Zi-ling;YU Guo-qiao(School of Management,Hangzhou Dianzi University,Hangzhou Zhejiang 310018,China)

机构地区：[1]杭州电子科技大学管理学院,浙江杭州310018

出　　处：《杭州电子科技大学学报（社会科学版）》2022年第5期18-24,40,共8页Journal of Hangzhou Dianzi University：Social Sciences

基　　金：国家自然科学基金重点项目(71831006)。

摘　　要：针对先进制造业新生代企业员工离职率居高不下的难题,文章通过对292名制造业新生代在职员工进行问卷调查,采用层级回归分析法,研究在职业前景感知的调节作用下心理契约对员工离职倾向的影响。研究结果表明,心理契约对制造业新生代员工离职倾向有显著负向影响。职业前景感知调节对规范型心理契约、发展型心理契约与离职倾向之间的关系起调节作用;职业前景感知越高,规范型心理契约、发展型心理契约对离职倾向的负面影响作用越弱。In view of the high turnover rate of new-generation employees in the advanced manufacturing enterprises,the paper conducted a questionnaire survey on 292 new generation employees in manufacturing industry and adopted the hierarchical regression analysis method to study the influence of the psychological contract on employees turnover intention under the moderating effect of their career prospects perceived.The results show that the psychological contract has a significant negative impact on their turnover intention in the manufacturing industry.The moderating effect of their career prospects perceived regulates the relationship among the normative psychological contract,the developmental psychological contract and the turnover intention.The higher the perceived career prospect is,the weaker the negative impact of the normative psychological contract and the developmental psychological contract on their turnover intention.

关 键 词：心理契约 新生代员工 离职倾向 职业前景感知 

分 类 号：C936[经济管理—管理学]