论文

组织嵌入、工作满意度与离开意愿

摘要

本文基于2014年中国公益人才发展现状的调查数据,采用二元logistic回归分析探讨组织嵌入对公益组织员工离开行业意愿的影响,以及对工作满意度的中介作用。研究发现:①组织联系、组织匹配对公益组织员工离开行业意愿有显著的负向影响;②组织牺牲维度中的晋升空间与公益组织员工离开行业的意愿呈显著负相关,然而薪酬对公益组织员工离开行业意愿没有影响;③工作满意度是组织联系和离开意愿之间的完全中介变量,也对组织匹配影响离开意愿起到部分中介作用。研究表明,薪酬并没有影响公益人才的离开意愿,因此,应该通过增强组织联系、提升组织匹配程度和扩大晋升空间等行业建设措施留住公益人才。

作者

杨宝 ,重庆大学公共管理学院副教授,中国人民大学管理学博士,主要从事非营利组织管理、政社关系与公共服务创新、国家建设与社会治理等方面的研究。
胡茜 ,重庆大学公共管理学院硕士研究生,主要从事非营利组织和政社关系方面的研究。
Yang Bao
Hu Xi

参考文献 查看全部 ↓
  • 方英,2015,《青年社工流动性的现状、原因及对策分析——以广东为例》,《青年探索》第2期,第31~38页。
  • 冯缙、秦启文,2009,《工作满意度研究述评》,《心理科学》第32期,第900~902页。
  • 韩翼、刘竞哲,2009,《个人-组织匹配、组织支持感与离职倾向——工作满意度的中介作用》,《经济管理》第31期,第84~91页。
  • 何川明、沈承明,2010,《基于工作嵌入的员工离职模型研究——以工作满意度和组织承诺为中介变量》,《天津商业大学学报》第4期,第60~64页。
  • 姜海燕、王晔安,2016,《承认的作用:基于社会工作者离职倾向的实证研究》,《江苏社会科学》第4期,第149~158页。
  • 李学会,2014,《为何社会工作者流失率高?——职业场域视角下的解读》,《社会工作》第4期,第55~57页。
  • 梁小威、廖建桥、曾庆海,2005,《基于工作嵌入核心员工组织绩效——自愿离职研究模型的拓展与检验》,《管理世界》第7期,第106~115页。
  • 刘智强、廖建桥、李震,2006,《员工自愿离职倾向关键性影响因素分析》,《管理工程学报》第4期,第142~145页。
  • 聂德民、宋守华,2009,《大陆社工人才流失现象的社会学解读》,《社会工作》(下半月)第12期,第62~64页。
  • 孙力强、李国武,2018,《社会组织从业青年的职业流动意愿及其影响因素——基于北京市的调查研究》,《中国青年研究》第9期,第78~84页。
  • 王忠、张琳,2010,《个人-组织匹配、工作满意度与员工离职意向关系的实证研究》,《管理学报》第7期,第379~385页。
  • 徐道稳,2017,《社会工作者职业认同和离职倾向研究——基于对深圳市社会工作者的调查》,《人文杂志》第6期,第111~118页。
  • 杨春江、蔡迎春、侯红旭,2015,《心理授权与工作嵌入视角下的变革型领导对下属组织公民行为的影响研究》,《管理学报》第12期,第231~239页。
  • 叶仁荪、王玉芹、林泽炎,2005,《工作满意度、组织承诺对国企员工离职影响的实证研究》,《管理世界》第3期,第122~125页。
  • Allen,D.G. 2006. “Do Organizational Socialization Tactics Influence Newcomer Embeddedness and Turnover?” Journal of Management 32(2):237-256.
  • Baron,R.M.,and Kenny,D.A. 1986. “The Moderator-mediator Variable Distinction in Social Psychological Kesearch:Conceptual,Strategic,and Statiscal Considerations,” Journal of Personality & Social Psychology 51:1173-1182.
  • Becchetti,L.,Castriota,S.,and Depedri,S. 2010. “Working in the Profit Versus not for Profit Sector:What Difference Does it Make?An Inquiry on Preferences of Voluntary and Involuntary Movers,” Euricse Working Papers,23(4):1087-1120.
  • Brown,W.A.,and Yoshioka,C.F. 2003. “Mission Attachment and Satisfaction as Factors in Employee Retention,” Nonprofit Management and Leadership 14(1):5-18.
  • Chulhee,Kang,Sooyeon,Hug,Sangmi,& Cho,et al.,2015. “Turnover and Retention in Nonprofit Employment:the Korean College Graduates’ Experience,” Nonprofit and Voluntaerg Sector Quarterly.
  • Clerkin,R.M.,and Coggburn,J.D. 2012. “The Dimensions of Public Service Motivation and Sector Work Preferences,” Review of Public Personnel Administration 32(3):209-235.
  • Devaro,J.,& Brookshire,D. 2007. “Promotions and Incentives in Nonprofit and for-Profit Organizations,” Industrial and laber Relations Review 60(3),311-339.
  • Ducharme,L.J.,Knudsen,H.K.,and Roman,P.M. 2008. “Emotional Exhaustion and Turnover Intention in Human Service Occupations:The Protective Role of Coworker Support,” Sociological Spectrum:Mid-South Sociological Association 28(1):81-104.
  • Faulk L.,Edwards L.H.,Lewis G.B.,et al. 2013. “An Analysis of Gender Pay Disparity in the Nonprofit Sector:An Outcome of Labor Motivation or Gendered Jobs?” Nonprofit and Voluntary Sector Quarterly 42(6):1268-1287.
  • Felps W.,Mitchell T.R.,Hekman D.R.,et al. 2009. “Turnover Contagion:How Coworkers’ Job Embeddedness and Job Search Behaviors Influence Quitting,” Academy of Management Journal,52(3):545-561.
  • Friedman,R.A and Holtom B. 2002. “The Effects of Network Groups on Minority Employee Turnover Intentions,” Human Resource Management 41(4):405-421.
  • Holtom,B.C. and Inderrieden,E.J. 2006. “Integrating the Unfolding Model and Job Embeddedness Model to Better Understand Voluntary Turnover,” Journal of Managerial Issues 18(4):435-452.
  • Hsieh,J.Y. 2016. “Spurious or True?An Exploration of Antecedents and Simultaneity of Job Performance and Job Satisfaction Across the Sectors,” Public Personnel Management 45(1):90-118.
  • Jasmine,McGinnis,Johnson,Eddy,S.,and Ng. 2016. “Money Talks or Millennials Walk:the Effect of Compensation on Nonprofit Millennial Workers Sector-switching Intentions,” Review of Public Personnel Administration 36(3):283-305.
  • Jiang,K.,Liu,D.,Mckay,P.F.,Lee,T.W.,and Mitchell,T.R.. 2012. “When and How is Job Embeddedness Predictive of Turnover?a Meta-analytic Investigation,” Journal of Applied Psychology 97(5):1077.
  • Kang,C.,Huh,S.,Cho,S. and Auh,E.Y. 2015. “Turnover and Retention in Nonprofit Employment:the Korean College Graduates’ Experience,” Nonprofit and Voluntary Sector Quarterly 44(4):641-664.
  • Kim,S.E.,& Lee,L.W. 2007. “Is Mission Attachment an Effective Management Tool for Employee Retention?an Empirical Analysis of a Nonprofit Human Services Agency,” Review of Public Personnel Administration 27(3):227-248.
  • Knapp,J.R.,Smith,B.R.,and Sprinkle,T.A.(2017). “Is It the Job or the Support?Examining Structural and Relational Predictors of Job Satisfaction and Turnover Intention for Nonprofit Employees,” Nonprofit and Voluntary Sector Quarterly 46(3):652-671.
  • Kristof,A.L. 2006. “Person-organization Fit:an Integrative Review of its Conceptualizations,Measurement,and Implications,” Personnel Psychology 49(1):1-49.
  • Lanfranchi,J. and Narcy,M. 2013. “Female Overrepresentation in Public and Nonprofit Sector Jobs:Evidence From a French National Survey,” Nonprofit and Voluntary Sector Quarterly 44(1):47-74.
  • Lee,T.W.,Mitchell,T.R.,Sablynski,C.J.,Burton,J.P.,and Holtom,B.C. 2004. “The Effects of Job Embeddedness on Organizational Citizenship,Job Performance,Volitional Absences,and Voluntary Turnover,” The Academy of Management Journal 47(5):711-722.
  • Mesch,D.J.,Tschirhart,M.,Perry,J.L.,and Lee,G. 1998. “Altruists or Egoists?Retention in Stipended Service,” Nonprofit Management and Leadership,9(1),3-22.
  • Miller,J.S.,Hom,P.W.,and Gomez-Mejia,L.R. 2001. “The High Cost of Low Wages:Does Maquiladora Compensation Reduce Turnover?” Journal of International Business Studies 32(3):585-595.
  • Mitchell,T.R.,Holtom,B.C.,Lee,T.W.,Sablynski,C.J.,and Erez,M. 2001. “Why People Stay:Using Job Embeddedness to Predict Voluntary Turnover,” The Academy of Management Journal 44(6):1102-1121.
  • Mobley,W.H.,Griffeth,R.W.,Hand,H.H. and Meglino,B.M. 1979. “A Review and Conceptual Analysis of the Employee Turnover Process,” Psychological Bulletin 86(6):517-532.
  • Mossholder,K.W.,Settoon,R.P. and Henagan,S.C. 2005. “A Relational Perspective on Turnover:Examing Structural,Attitudinal,and Behavioral Prdeictiors,” Academy of Management Journal 48(4):607-618.
  • Moynihan,D.P. and Pandey,S.K. 2008. “The Ties that Bind:Social Networks,Person-Organization Value Fit,and Turnover Intention,” Journal of Public Administration Researchand Theory,18(2),205-227.
  • Preston,E.A. and Sacks,W.D. 2009. “Nonprofit Wages:Theory and Evidence,” Handbook of Research on Nonprofit Economicsand Management,Cheltenham:Edward Elgar Publishing Limited.
  • Selden,S.C.,and Sowa,J.E. 2015. “Voluntary Turnover in Nonprofit Human Service Organizations:the Impact of High Performance Work Practices,” Human Service Organizations Management,Leadershipand Governance 39(3):182-207.
  • Smith,D.R. and Holtom,B.C.,and Mitchell,T.R. 2011. “Enhancing Precision in the Prediction of Voluntary Turnover and Retirement,” Journal of Vocational Behavior 79(1):290-302.
  • Treuren,G.J.M.,and Frankish,E. 2014. “Pay Dissatisfaction and Intention to Leave,” Nonprofit Management and Leadership 25(1):5-21.

组织嵌入、工作满意度与离开意愿

可试读20%内容 PDF阅读 阅读器阅览

试读已结束,剩余80%未读

¥6.57 查看全文 >

VIP免费

论文目录

  • 一 研究背景
  • 二 文献回顾与研究假设
    1. (一)组织嵌入与离开意愿
    2. (二)工作满意度的中介作用
  • 三 数据、变量及方法
    1. (一)数据来源
    2. (二)方法与变量设计
      1. 1.离开意愿
      2. 2.组织嵌入
      3. 3.工作满意度
      4. 4.其他相关变量
  • 四 分析结果
    1. (一)主要变量的相关分析
    2. (二)组织嵌入对公益组织员工离开意愿的影响
    3. (三)工作满意度的中介效应检验
  • 五 结论与启示

论文图片/图表

查看更多>>>