| 徐梦杰,赵勇,汪倩菡.新生代员工组织支持感、组织承诺对离职倾向的影响研究[J].安徽建筑大学学报,2022,30(): |
| 新生代员工组织支持感、组织承诺对离职倾向的影响研究 |
| The Influence of Organizational Sustain and Loyalty on Departure Idea of New Age Staff |
| 投稿时间：2021-07-29 修订日期：2021-09-29 |
| DOI： |
| 中文关键词: 新生代员工 组织支持感 组织承诺 工作满意度 离职倾向 |
| 英文关键词: New age staff Organizational sustain Organizational loyalty Job satisfaction Departure idea |
| 基金项目:安徽省高校人文社会科学研究重点项目“一带一路背景下安徽省海外投资企业跨文化管理战略研究”（SK2019A0632） |
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| 中文摘要: |
| 新生代员工高起的离职率一直是困扰管理者的难题，也是学界的研究热点。本文以新生代员工为对象，研究了组织支持感、组织承诺对其离职倾向的影响。通过对216份调查问卷的分析，证实了新生代员工组织支持感、组织承诺与离职倾向均有显著的负相关关系。进一步研究表明，组织支持感、组织承诺对离职倾向的影响需要工作满意度的中介作用。最后结合新生代员工的特点，提出通过降低工作单调性提高工作满意度，增加情感支持提高工作支持感，以及发挥企业文化的凝聚作用，提高组织承诺水平，减轻新生代员工的离职倾向，进而降低其离职率的对策建议。 |
| 英文摘要: |
| High turnover rate of new age staffs has been a problem in management, and a hot spot in the research field. Based on 216 new age staff as an object, this paper studied the influences of organizational sustain, loyalty on the departure idea. Results confirmed that the their organizational sustain, loyalty had significant negative correlation with departure idea respectively. Further research shows that job satisfaction played a mediating role between organizational sustain and departure idea, and also between organizational loyalty and departure idea. In order to reduce the departure ideas of the new age staffs, this paper put forward..some countermeasures and suggestions combined with their characteristics.Such as reducing the job routinzation to improve job satisfaction, increasing emotional support to improve the work sustain, and giving play to the cohesion of corporate culture to improve their organizational commitment, which can reduce their turnover rate finally. |
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