企业员工个人特质与主动离职路径选择之关系研究
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摘要
随着中国改革开放和多元化经济的发展,员工的离职问题越来越困扰着企业管理者。这个问题也越来越受到企业界和理论界的关注和重视。
早期关于主动离职的研究主要关注的是员工的工作满意度与离职意图以及离职行为之间的关系,且围绕这个关系建立了很多离职动因模型。这些模型的焦点是工作满意度,对除此以外的导致员工离职的原因缺乏关注,因此,这些模型不能很好的解释由于非情感性因素导致的离职。基于此,Lee和Mitchell(1994)以映像理论为基础,构建了多路径主动离职模型(The Unfolding Model of Voluntary Employee Turnover),该模型关注的是引起员工产生离职念头或行为的事件(shocks),这个模型认为员工主动离职不只有一种方式,而且大部分的主动离职也不是由工作满意度低所导致。Lee和Mitchell(1994)模型能很好的解释员工的离职过程,也能对员工的离职决策进行归类。
作者综合考察国内外离职研究文献发现,不同的个人特质会使个体有不同的离职决策模式。了解个人特质与离职路径选择之间的关系将对人力资源管理实践提供重要的指导。
因此本研究的目的在于以Lee和Mitchell(1994)多路径主动离职模型为基础,结合国内背景,考察企业员工的尽责性、经验开放性以及风险承担意愿等人格特质与主动离职路径选择之间的关系。还探讨了一些人口学变量,如年龄、婚姻状况、有无房产、需要扶养的人数、对金钱的态度等与主动离职路径选择之间的关系。同时希望能在中国背景下验证Lee等(1999)的研究结论,即:由系统震撼导致的员工离职数量要显著多于由工作满意度低导致的离职。
本研究主要采用问卷调查法,研究工具为修订的国际人格问卷((International Personality Inventory Pool,IPIP问卷)和多路径主动离职问卷。将通过两个分研究来达到本文目的。
研究一:被试为四川、重庆两所大学的182名在读MBA学员,要求为过去两年内有过主动离职经历。用修订的IPIP问卷(International Personality Inventory Pool)对所有被试施测,考察被试的人格特质以及其他个人变量的情况;用修订的多路径主动离职问卷对所有被试施测,考察被试主动离职的相关信息。
研究二为一个纵向研究,被试为四川某化工研究院382名新员工,在招聘的时候用修订的IPIP问卷(International Personality Inventory Pool)对所有被试统一施测,考察被试的人格特质以及人口学信息等个人变量的情况;在随后的一段时间(2009年8月到2010年9月)内,对主动离职的新员工用修订的多路径主动离职问卷个别测量,考察被试离职的相关信息。最终获得的有效问卷是116份。
通过对数据进行信度检验、相关分析验证以后,得出如下结论:
(1)尽责性与主动离职路径选择显著相关:低尽责性个体在离职时更倾向选择路径1、2、4a。
(2)有房产的个体在做离职决策时更谨慎,离职前更有可能选择或考虑其他可替代的机会,他们倾向于通过路径3和路径4b离职。
(3)存在一条包括积极震撼—寻找替代性选择—离职三要素的新的离职路径,但其稳定性需要进一步验证。
(4)支持了Lee等(1999)的研究:由震撼导致的离职数量显著多于工作不满意导致的离职。
本研究的创新之处在于是国内第一个关于员工个人特质与主动离职路径选择关系的实证研究,通过纵向研究获得的数据误差更小,意义更大,对丰富国内离职研究和指导实践有一定意义。
This disseration based on the Lee et.al(1999)’s unfolding model of voluntary turnover。It focus on the relationship between employee personal characteristics and the voluntary turnover decision path.
Two studies were conducted to address the hypothesis. The first study was a retrospective and involved MBA students.The second was a longitudinal study that included new employee in a chemical research institute.Both of these studies used a similar assessment of individual charateristics and the same measure for classfying turnover decisions.The data were gained by suvey method from two samples and the results of the study were as follow:
(1)Individuals low in conscientiouseness will be more likely to leave an organzation without searching for or considering other alternatives They will incline to choose the paths1,2 and 4a.
(2)People who owning a house will be more deliberate about making a decision to leave an organization and more likely to seek out or consider other alternatives to the job.They will use paths3 and 4b.
(3)An additional path will be included in the Unfolding Model,that is shocks are perceived to be positive will be lead to a decision path that does not include the experience of image violations but does include a search for or consideration of alternatives to the job.
(4)More of the quit decisions will be classified as resulting from shaocks than from dissatisfaction.
早期关于主动离职的研究主要关注的是员工的工作满意度与离职意图以及离职行为之间的关系,且围绕这个关系建立了很多离职动因模型。这些模型的焦点是工作满意度,对除此以外的导致员工离职的原因缺乏关注,因此,这些模型不能很好的解释由于非情感性因素导致的离职。基于此,Lee和Mitchell(1994)以映像理论为基础,构建了多路径主动离职模型(The Unfolding Model of Voluntary Employee Turnover),该模型关注的是引起员工产生离职念头或行为的事件(shocks),这个模型认为员工主动离职不只有一种方式,而且大部分的主动离职也不是由工作满意度低所导致。Lee和Mitchell(1994)模型能很好的解释员工的离职过程,也能对员工的离职决策进行归类。
作者综合考察国内外离职研究文献发现,不同的个人特质会使个体有不同的离职决策模式。了解个人特质与离职路径选择之间的关系将对人力资源管理实践提供重要的指导。
因此本研究的目的在于以Lee和Mitchell(1994)多路径主动离职模型为基础,结合国内背景,考察企业员工的尽责性、经验开放性以及风险承担意愿等人格特质与主动离职路径选择之间的关系。还探讨了一些人口学变量,如年龄、婚姻状况、有无房产、需要扶养的人数、对金钱的态度等与主动离职路径选择之间的关系。同时希望能在中国背景下验证Lee等(1999)的研究结论,即:由系统震撼导致的员工离职数量要显著多于由工作满意度低导致的离职。
本研究主要采用问卷调查法,研究工具为修订的国际人格问卷((International Personality Inventory Pool,IPIP问卷)和多路径主动离职问卷。将通过两个分研究来达到本文目的。
研究一:被试为四川、重庆两所大学的182名在读MBA学员,要求为过去两年内有过主动离职经历。用修订的IPIP问卷(International Personality Inventory Pool)对所有被试施测,考察被试的人格特质以及其他个人变量的情况;用修订的多路径主动离职问卷对所有被试施测,考察被试主动离职的相关信息。
研究二为一个纵向研究,被试为四川某化工研究院382名新员工,在招聘的时候用修订的IPIP问卷(International Personality Inventory Pool)对所有被试统一施测,考察被试的人格特质以及人口学信息等个人变量的情况;在随后的一段时间(2009年8月到2010年9月)内,对主动离职的新员工用修订的多路径主动离职问卷个别测量,考察被试离职的相关信息。最终获得的有效问卷是116份。
通过对数据进行信度检验、相关分析验证以后,得出如下结论:
(1)尽责性与主动离职路径选择显著相关:低尽责性个体在离职时更倾向选择路径1、2、4a。
(2)有房产的个体在做离职决策时更谨慎,离职前更有可能选择或考虑其他可替代的机会,他们倾向于通过路径3和路径4b离职。
(3)存在一条包括积极震撼—寻找替代性选择—离职三要素的新的离职路径,但其稳定性需要进一步验证。
(4)支持了Lee等(1999)的研究:由震撼导致的离职数量显著多于工作不满意导致的离职。
本研究的创新之处在于是国内第一个关于员工个人特质与主动离职路径选择关系的实证研究,通过纵向研究获得的数据误差更小,意义更大,对丰富国内离职研究和指导实践有一定意义。
This disseration based on the Lee et.al(1999)’s unfolding model of voluntary turnover。It focus on the relationship between employee personal characteristics and the voluntary turnover decision path.
Two studies were conducted to address the hypothesis. The first study was a retrospective and involved MBA students.The second was a longitudinal study that included new employee in a chemical research institute.Both of these studies used a similar assessment of individual charateristics and the same measure for classfying turnover decisions.The data were gained by suvey method from two samples and the results of the study were as follow:
(1)Individuals low in conscientiouseness will be more likely to leave an organzation without searching for or considering other alternatives They will incline to choose the paths1,2 and 4a.
(2)People who owning a house will be more deliberate about making a decision to leave an organization and more likely to seek out or consider other alternatives to the job.They will use paths3 and 4b.
(3)An additional path will be included in the Unfolding Model,that is shocks are perceived to be positive will be lead to a decision path that does not include the experience of image violations but does include a search for or consideration of alternatives to the job.
(4)More of the quit decisions will be classified as resulting from shaocks than from dissatisfaction.
引文
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[5]Campion,M.A. Meaning and measurement of turnover: comparison of alternative measures and recommendations for research[J]. Journal of Applied Psychology, 1996,76:199-212.
[6]Craig D. Crossley, Rebecca J. Bennett, Steve M. Jex,etl. Development of a Global Measure of Job Embeddedness and Integration Into a Traditional Model of Voluntary Turnover[J]. Journal of Applied Psychology.2007,92 (4):1031-1042.
[7]Daniel T. Holt, Michael T. Rehg, Jeffrey H. S. Lin, Jennifer Miller. An Application of Unfolding Model to Explain Turnover in a Sample of Military Officers[J]. Human Resource Management, 2007,46,(1):35-49.
[8]David P. Donnelly, Jeffrey J. Quirin. An extension of Lee and Mitchell’s unfolding model of voluntary turnover[J]. Journal of Organizational Behavior. Journal of Organization Behavior. 2006,27:59-77.
[9]Fred Niederman, Mary Sumner, Carl P. Maertz JR. Testing and Extending The Unfolding Model of Voluntary Turnover to IT Professio- nals[J]. Human Resource Management. 2007,46(3):331-347
[10]George B. Cunningham, Janet S. Fink, Michael Sagas. Extensions and Further Examination of the Job Embeddedness Construct [J]. Journal of Sport Management, 2005, 19:319-335.
[11]Goldberg,L.R. A broad-bandwidth, public-domain, personality inventorymeasuring the lower-level facets of several five-factor models. In I. Mervielde, I. Deary, F. DeFruyt, F. Ostendorf (Eds.), Personality Psychology in Europe, vol. 7. Tillburg, The Netherlands: Tillburg University Press. 1999
[12]Griffeth,Hom.Retaining valued employees.Thousand Oaks,CA:Sage Publications. 2001.
[13]Hom,Griffeth.Structural equations modeling test of a turnover theory: cross-sectional and longitudinal analyses. Journal of Applied Psychology. 1991,76:350-366.
[14]Hom, P., Griffeth,R.Employee turnover. Cincinnati, OH: South-Western College Publishing.1995.
[15]Kevin Morrell, John Loan-Clarke, John Arnold, Adrian Wilkinson. Mapping the Decision to Quit: A Refinement and Test of the Unfolding Model of Voluntary Turnover[J]. Applied Psychology.2008,57(1):128-150.
[16]Kristof.A.L.Person-organization fit:an integrative review of its conceptualization s,measurement,and implications[J].Personnel Psychology, 1996,49:1-49.
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[18]Lee, T. W., Mitchell, T. R., Wise, L., & Fireman.An unfolding model of voluntary employee turnover [J]. Academy of Management Journal,1996, 39:5-36.
[19]Lee, T. W., Mitchell, T. R., Holtom, B. C., McDaniel, L., & Hill, J. W. The unfolding model of voluntary turnover: a replication and extension [J]. Academy of Management Journal,1999,42:50-462.
[20]Lee, T. W., Mitchell, T. R., Sablynski, C. J., Burton, J. P., Holtom, B. C.The effects of job embeddedness on organizational citizenship, job performance, volitional absences, and voluntary turnover [J]. Academy of Management Journal, 2004,47:711-722.
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[2]Breaugh.J.A.Effect size estimation: factors to consider and mistakes to avoid[J].Journal of Management,2003,29:79-97.
[3]Brooks C.Holtom, Edward J. Inderrieden. Integrating the Unfolding Model and Job Embeddedness Model to Better Understand Voluntary Turnover[J]. Journal of Managerial Issues.2006,18(4):435-452.
[4]Brooks C.Holtom.Terence.R.Mitchell.Thomas.W.Lee.Increasing human and social capital by applying job embeddedness theory[J].Organizational Dynamics. 2006, 35(4):316-331.
[5]Campion,M.A. Meaning and measurement of turnover: comparison of alternative measures and recommendations for research[J]. Journal of Applied Psychology, 1996,76:199-212.
[6]Craig D. Crossley, Rebecca J. Bennett, Steve M. Jex,etl. Development of a Global Measure of Job Embeddedness and Integration Into a Traditional Model of Voluntary Turnover[J]. Journal of Applied Psychology.2007,92 (4):1031-1042.
[7]Daniel T. Holt, Michael T. Rehg, Jeffrey H. S. Lin, Jennifer Miller. An Application of Unfolding Model to Explain Turnover in a Sample of Military Officers[J]. Human Resource Management, 2007,46,(1):35-49.
[8]David P. Donnelly, Jeffrey J. Quirin. An extension of Lee and Mitchell’s unfolding model of voluntary turnover[J]. Journal of Organizational Behavior. Journal of Organization Behavior. 2006,27:59-77.
[9]Fred Niederman, Mary Sumner, Carl P. Maertz JR. Testing and Extending The Unfolding Model of Voluntary Turnover to IT Professio- nals[J]. Human Resource Management. 2007,46(3):331-347
[10]George B. Cunningham, Janet S. Fink, Michael Sagas. Extensions and Further Examination of the Job Embeddedness Construct [J]. Journal of Sport Management, 2005, 19:319-335.
[11]Goldberg,L.R. A broad-bandwidth, public-domain, personality inventorymeasuring the lower-level facets of several five-factor models. In I. Mervielde, I. Deary, F. DeFruyt, F. Ostendorf (Eds.), Personality Psychology in Europe, vol. 7. Tillburg, The Netherlands: Tillburg University Press. 1999
[12]Griffeth,Hom.Retaining valued employees.Thousand Oaks,CA:Sage Publications. 2001.
[13]Hom,Griffeth.Structural equations modeling test of a turnover theory: cross-sectional and longitudinal analyses. Journal of Applied Psychology. 1991,76:350-366.
[14]Hom, P., Griffeth,R.Employee turnover. Cincinnati, OH: South-Western College Publishing.1995.
[15]Kevin Morrell, John Loan-Clarke, John Arnold, Adrian Wilkinson. Mapping the Decision to Quit: A Refinement and Test of the Unfolding Model of Voluntary Turnover[J]. Applied Psychology.2008,57(1):128-150.
[16]Kristof.A.L.Person-organization fit:an integrative review of its conceptualization s,measurement,and implications[J].Personnel Psychology, 1996,49:1-49.
[17]Lee.T.W.,Mitchell, T. R.An alternative approach: the unfolding model of voluntary employee turnover[J]. Academy of Management Review, 1994,19:51-89.
[18]Lee, T. W., Mitchell, T. R., Wise, L., & Fireman.An unfolding model of voluntary employee turnover [J]. Academy of Management Journal,1996, 39:5-36.
[19]Lee, T. W., Mitchell, T. R., Holtom, B. C., McDaniel, L., & Hill, J. W. The unfolding model of voluntary turnover: a replication and extension [J]. Academy of Management Journal,1999,42:50-462.
[20]Lee, T. W., Mitchell, T. R., Sablynski, C. J., Burton, J. P., Holtom, B. C.The effects of job embeddedness on organizational citizenship, job performance, volitional absences, and voluntary turnover [J]. Academy of Management Journal, 2004,47:711-722.
[21]Maertz,C.P., Campion, M. A.25 years of voluntary turnover research: a review and critique. In C. L. Cooper & I. T. Robertson (Eds.), International review of industrial and organizational psychology. (Vol. 13). New York: Wiley,1998
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