| 赵勇,徐梦杰,汪倩菡.新生代员工组织支持感和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(2):90-94,101 |
| 新生代员工组织支持感和组织承诺对离职倾向的影响研究 |
| The Influence of Perceived Organizational Support and Organizational Commitment on the Turnover Tendency of the New Generation Employees |
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| 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 generation employee perceived organizational support organizational commitment job satisfaction turnover tendency |
| 基金项目:安徽省高校人文社会科学研究重点项目（SK2019A0632） |
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| 中文摘要: |
| 新生代员工的高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，提出了降低离职率的对策建议。 |
| 英文摘要: |
| The high turnover rate of new generation employees has been a problem for managers and a research hotspot in academia. The effects of perceived organizational support （POS） and organizational commitment on the turnover tendency of new generation employees were investigated. Through the analysis of 216 questionnaires，it was confirmed that there was a significant negative relationship between the turnover tendency and both POS and organizational commitment among new generation employees. Further research showed that the influence of POS and organizational commitment on the turnover tendency requires the mediation of job satisfaction. Countermeasures to reduce the turnover rate are proposed，taking into account the characteristics of the new generation employees |
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