本文系统回顾新员工离职问题研究中的相关文献,了解个人组织匹配、薪酬
满意度与离职倾向相关理论的基础上,借鉴前人对其离职倾向研究的思路,通过
AN公司实地调查问卷和数据收集分析员工在职时期个人组织匹配与薪酬满意度对
离职倾向的影响,探讨个人组织匹配是否在对薪酬满意度和离职倾向上有调节作
用。研究发现,个人组织匹配与员工离职倾向显著负相关,薪酬满意度与员工离
职倾向显著负相关,同时还证实了个人组织匹配对于与薪酬满意度离职倾向之间
有部分调节作用。
关键词:AN公司个人组织匹配薪酬满意度离职倾向
ABSTRACT
To enter the high-speed economic and technological development in the 21st century,
knowledge workers as a knowledge and information into the main body of the fruits of
production, the introduction of the importance of holding has been more and more
companies recognize businesses to invest in the high human cost of recruiting new
employees,However,after a period of time some will choose to quit. Employee
turnover caused by the loss of corporate investment in human resources, hamper the
sustainable development of enterprises, employee turnover has become the focus of
attention of corporate management, therefore, urgent and important research on
employee turnover tendency.
This paper systematically reviewed the literature in the new employee turnover and
individual tissue match,compensation satisfaction and turnover intention on the basis of
the theory, and learn from previous study the ideas of its turnover intention field
questionnaires and data collection by AN match the employees during the individual
organizations and compensation satisfaction on turnover intention to explore personal
organization fit whether to have a moderating effect on compensation satisfaction and
turnover intention.
The study found that the individual tissue matching and staff turnover intention
was significantly negatively correlated with compensation satisfaction and employee
turnover intention was significantly negatively correlated, also confirmed that part of
the regulatory role of individual tissue match between turnover intention and salary
satisfaction. ,
Key Words AN Company; Personal Organization Matching; Compensation
satisfaction; Turnover Intention
第1章导论
1.1研究背景
1.1.1高科技企业员工的重要性
在经济飞速发展、竞争日益激烈的今天,知识是唯一持久的、具有持续性动力
的源泉。那些作为知识载体的员工己然成为了企业生存、发展的重要的和决定性
源泉,尤其是以智力成果为主要产品类型的高科技企业表现得更加明显。高科技
企业是典型的知识密集型企业,是专门从事利用知识的生产或者是以知识的生产
为主要目的的企业,研究、开发、生产一系列的技术产品。在这样的企业里,关
系到企业能否长远发展的、命脉型资源——知识、技术、信息,是技术密集、知
识密集的经济实体、资源中的绝大部分都掌握在企业的员工手中,越是接近核心
技术的职位,表现得越明显。员工在企业的价值链上已经处于核心环节,并且企
业只能靠员工来塑造内部持续性发展的核心竞争力。因此,这样的企业对于人才
的依赖性就更强。在高科技企业中,所有的竞争说到底都是人才的竞争,都是掌
握核心技术的员工的竞争,如何取得核心竞争力并持续发展得到越来越多的企业
的重视,赢得人才的稳定才是企业稳定发展的基础。
1.1.2员工离职的影响
随着市场经济的逐渐完善,合理的人才流动,可为当今人才市场注入新鲜的血
液、不断更新的信息,促进行业环境向好的发展。但是,目前高科技企业中的员
工,特别是素质较高、掌握企业核心技术及管理思想的员工流动较频繁,基础性
岗位、管理岗位都存在着这样的现象,离职率也逐年增加,这些员工随意的、无
序的、大量的流动给企业的管理带来了很大的损失,损失主要体现在以下几个方
面:
(1)增加企业人力资本投资亏损的风险:企业花费高额的人力成本实施招聘
获得的新员工,在工作的初期效率低下,没有较好的、企业所需要的工作产出,
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