离职员工积极行为影响因素研究——基于扎根理论的质性分析  

The Influencing Factors of Former Employees′Positive Behavior:A Qualitative Analysis Based on Grounded Theory

作　　者：袁庆宏[1] 王艺娜 Yuan Qinghong;Wang Yina(Business School,Nankai University,Tianjin 300071,China)

机构地区：[1]南开大学商学院,天津300071

出　　处：《科技进步与对策》2024年第14期122-131,共10页Science & Technology Progress and Policy

基　　金：国家自然科学基金面上项目(72072096);天津市研究生科研创新项目(2022SKY033)。

摘　　要：传统人力资源管理主要关注具有正式雇佣关系的员工个体,但实践发现,曾在特定组织内工作但已解除雇佣关系的离职员工仍可能通过人际关系、信息交换等方式对原组织业务、品牌声誉产生积极影响,此类行为可概括为离职员工积极行为。收集知名网络论坛等公开二手资料,构建离职员工影响原组织积极行为的理论模型,通过深度访谈25名拥有离职经历的人员并对其进行开放式编码、主轴编码、选择性编码,在验证和深化模型的基础上,分别识别出5个主因素:关系建设与维系、个体因素、利益感知、原组织客观因素、行为边界条件,按作用程度将其划分为有促进作用的激励因素和仅能消除负面作用的保健因素,可为离职员工与组织关系研究提供有益补充。Traditional human resource management(HRM)mainly focuses on individuals with formal employment relationships.However,organizations′needs for human resources have already changed from the preservation of labor to the mastery and utilization of possessed resources and skills.It is clear that an organization′s development of innovation,strategic cooperation and social reputation can′t be achieved without external resources′support.Therefore,it is far from enough to focus merely on the incumbents.Practice has found that former employees may have positive impacts on their former employers′businesses,brand reputations,and so on.Influence can be made through boomerang employment,interpersonal relationships,information exchange,resource sharing,etc.Objectively,it is the normalization of employees′employment termination from specific organizations,but the frequency and extent of this behavior are volatile.Why can former employees have positive impacts on former organizations?How can organizations take action to motivate and trigger such behavior in order to realize their real values,and establish a soft contract that represents the formal termination of an employment relationship?Therefore,the focus on former employees′resource value attributes towards former organizations becomes the main topic of this paper.Existing research concerns the positive outcomes and lasting effects of turnover.Yet the research is still in the early stage,and focuses on the limited variables insufficient to explain the influence factors and deeper reasons,which can boost and trigger former employees′positive behavior in former organizations.Besides,the identification of former employees′resource value is of significant importance for HRM to develop from a human capital perspective to a social capital perspective.However,the identification lacks sufficient attention.Therefore,this study focuses on this topic and conducts a systematic analysis on the essential causes,affecting factors and boundary conditions of former employees�

关 键 词：离职员工 积极行为 影响因素 扎根理论 

分 类 号：F272.92[经济管理—企业管理]