【作者】 吴彦；

【导师】 戴良铁；

【作者基本信息】 暨南大学 ， 应用心理学， 2017， 硕士

【摘要】 随着汽车配件行业的迅速发展,人员需求量随之提高,但人员离职率一直偏高。较高的人员离职率对企业的运营、成本、发展带来了严重的影响。同时随着汽车行业的变革与发展,汽车配件行业也从原来的粗放式管理方式到现在的精细化管理方式,在企业运作成本的压力下,仅仅从提高薪水待遇方法来降低员工流失率和提升员工满意度已经使大部分企业领导者力不从心,企业必须从新的视角去关注员工离职现象。本文使用近年来出现的工作嵌入模型对汽车配件行业员工的离职倾向做出分析,并同时探讨组织支持感这一态度变量对于工作嵌入与离职倾向的影响。本研究以广东省汽车配件行业340名员工为被试做问卷调查。对回收数据进行探索性因素分析、验证性因素分析、相关分析、回归分析、中介作用分析、方差分析。得出如下结论:1、在汽车配件行业员工中,工作嵌入结构分为六大维度。包括组织联结、组织匹配、组织牺牲、社区联结、社区匹配、社区牺牲。2、工作嵌入对离职倾向有负向影响作用,组织支持感对离倾职向也有负向影响作用。工作嵌入对组织支持感则有正向影响作用。3、组织支持感在工作嵌入对离职倾向的影响中起到部分中介作用。更多还原

【Abstract】 With the rapid development of auto parts industry,and the labor demanding raising,the staff turnover rate has been high.High staff turnover rate has brought the serious influence to the cost and development of enterprise operation.At the same time with the change and development of automobile industry,car industry also experienced the change from extensive mold of management to fine-grained management mode.Now under the pressure of enterprise operating costs,only by raising salary pay can not decrease the staff turonver rate and improve employee satisfaction.Therfore,entrepreneours should find another way to solve how to decrease the emoloyee turnover.This research uses the job embeddedness theory to analyze how it can influence employee turnover,and also the relationship among job embeddedness,perceived organizational support,turnover intention.This research takes 340 Auto Spare Parts employees as the volunteer into investigation.And uses statistical measures such as exploratory factor analysis,confirmatory factor,correlation analysis,regression analysis,Independent-Samples t test and one-way ANOVA was used to analyze the data collected.Conclusions are as follows:1.Job embeddness contains six factors,including organizational fit,organizational link,organizational sacrifice,community fit,community link,community sacrifice.2.Job embeddness negative influences to employee turnover intention,Also the perceived organizaioal support takes the negative influences to the turnver and positive influences to the perceived organizaioal support.3.The perceived organizaioal support are having the partial intermediant affect in the course of job embeddness while influencing to the job turnover.更多还原