【作者】 刘杰；

【导师】 于唤洲；

【作者基本信息】 北京工业大学 ， 工商管理， 2015， 硕士

【摘要】 高新技术行业的行业性质要求员工不断的学习,且要快速、高效的学习来适应不断变化的用户需求和行业要求。因此,竞争环境的日益激烈,使得高新技术企业员工的工作压力与日俱增,也带来了一系列的问题,比如频繁的跳槽。员工的流失问题,一直是高新技术企业中人力资源管理人员不得不面对的突出问题,也不断聚集着管理实践者、理论研究者们的关注。但面临同样的情况,不同个体的感知程度是不同的,感受到的压力程度是不同的。有的员工能将各项工作任务处理得当,不会对其产生影响,而另一些员工则可能缺乏相应的举措来调整自己的心理状态,久而久之,紧张感和失控感不断积累直至影响工作和生活,离职的倾向就此产生。究其原因,出现不同结果是由于不同个体具备不同的弹性资源,能否将这些弹性资源利用好决定着个体能否顺利度过困境并适应工作。高新技术企业多以研发为主,大多数员工不善言谈。但同时,沟通又有其积极的作用,能帮助员工找到发泄压力的出口,通过沟通获取新的资源从而抵消掉压力导致的资源损失,不断降低员工的紧张感和失控感,最终能够在很大程度上避免员工产生离职倾向。综合考虑,高新技术企业员工的人际沟通问题值得研究。本研究通过引入人际沟通能力作为调节变量,探究高新技术企业员工知觉压力对离职倾向的影响,以及人际沟通能力如何在二者的关系中发挥作用。借鉴国内外现有的研究成果,参考前人的研究方法,采用问卷调查的方式收集数据,共发放了600份问卷,其中有效问卷486份,通过数据分析软件SPSS18.0,得出以下结论:1.员工的知觉压力对离职倾向有显著的正向预测作用。2.员工的沟通能力对离职倾向有显著的负向预测能力。3.员工的沟通能力对知觉压力有显著的负向影响作用。4.员工的沟通能力在知觉压力与离职倾向之间有调节作用。更多还原

【Abstract】 In order to adapt to changing user demands and industry requirements,high and new technology industry employees need constant and efficient learning. As competition becomes increasingly fierce, new and high technology enterprise employee’s work pressure increases, resulting in frequent job-hopping.Staff turnover problems has attracted the attention of managers of human resources.While facing the same situation, the degree of perception of different individuals is different. Some employees can work properly, while others lack the corresponding measures to adjust their psychological state of tension. The sense of tension and out of control increases and ultimately affects the work and life. Turnover tendency is generated thereon.Due to the research, the staff of high-tech enterprises is not very talkative. But at the same time, communication has its positive role, can help employees find vent pressure outlet. Through communication, people can obtain new resources to offset the pressure caused by resources loss, and reduce the feeling of tension. Therefore, interpersonal communication of high-tech enterprise employee is worth studying.In this study, the author introduces the interpersonal communication ability as a moderating variable, explores high-tech employees perceived stress how to affect turnover intention.This paper review the existing research results and the methods of the previous reference. The data collected by questionnaire survey, 600 questionnaires were distributed, 486 valid questionnaires. Through the data analysis software SPSS18.0, obtained the following conclusions:1.Perceived stress has significant positive predictive ability on turnover intention.2. Communication skills have significant negative predictive ability on turnover intention.3. Communication skills have a significant negative effect on perceived stress.4. Communication has mediating effect between perceived stress and turnover intention.更多还原