双因素理论模型视角下青年人才留任意愿实证研究  

An Empirical Study of Young Talents Intention to Stay from the Perspective of Two-Factor Theory Model

作　　者：王彦君 WANG Yanjun(Institute of Human Resources and Labor Economics,Hebei Academy of Social Sciences,Shijiazhuang 050051,China)

机构地区：[1]河北省社会科学院人力资源与劳动经济研究所,河北石家庄050051

出　　处：《经济论坛》2023年第6期133-141,共9页Economic Forum

摘　　要：青年人才是支持用人单位可持续发展的基石,建立科学有效的奖励机制是人才沉淀的保障。在双因素理论模型视角下讨论青年人才留任意愿的影响因素,从个人、组织和劳动力市场讨论青年人才的流动趋势,使用SPSS软件分析影响因素与青年人才留任意愿的关系。回归分析结果表明:第一,与外部奖励相比,青年人才更注重内部奖励;第二,青年人才注重个人的未来发展,更看重用人单位是否能为他们创造持续发展的平台;第三,在竞争激烈的劳动力市场中,组织认同对青年人才的留任意愿有积极影响。在人才竞争激烈的时代,青年人才作为组织现代化建设的重要动能,用人单位应注重制定更加人性化和科学合理的奖励制度,这样才会留住优秀的青年人才,为组织可持续发展增添活力和创造力。Young talents are the cornerstone to support the sustainable development of employers,and the es⁃tablishment of a scientific and effective reward mechanism is the guarantee of talents precipitation.Under the per⁃spective of two-factor theoretical model,this paper discusses influencing factors of young talents’willingness to stay,explores the trend of young talents’mobility from individual,organization and labor market,and analyzes the relationship between influencing factors and young talents’willingness to stay by using SPSS software.The results of the regression analysis show that:Firstly,young talents focus more on internal rewards than external rewards;sec⁃ondly,young talents focus on their future development and whether employers can create a platform for their continu⁃ous development;thirdly,in a fiercely competitive labor market,organizational identification has a positive impact on young talent’s willingness to stay.In the era of fierce competition for talents where young talents serve as an im⁃portant kinetic energy for the modernization of organizations,employers should focus on developing a more humane and scientific and rational reward system in order to retain excellent young talents for adding vitality and creativity for their sustainable development.

关 键 词：双因素理论模型 青年人才 组织忠诚度 组织认同 奖励制度 

分 类 号：D432.6[政治法律—政治学] F272.92[政治法律—国际共产主义运动]