21 世纪，世界环境承受着空前的压力，环境问题层出不穷。在全球一体化的 大环境下全球经济开始转型，面对环境恶化和经济转型带来的双重压力，我国传 统工业产业不得不面临者转型的重大抉择，尤其是我国的建筑业。建筑业在我国 经济发展中充当着重要的角色，但目前其生产力增长放缓，我国建筑行业即将面 临着转型的剧烈阵痛。通过分析、探讨和研究目前世界建筑行业发展的态势可知， 新型建筑方式的开发已成为必然趋势。 全球建筑行业都在探索传统建筑业发展新方式，尤以新加坡为主。近年来， 新加坡不仅面临着经济转型和环境压力，还承受着外籍劳工收紧的政策，其建筑 业生产力和经济收益发展严重受阻。因此，为提高建筑业生产力，新加坡政府出 台了一系列提高建筑业生产力水平和促进建筑业发展的政策和措施，其中包括以 及开发高科技机械代替以往的生产模式。在新加坡政府的推动下，PPVC 建筑方式 诞生，但由于 PPVC 建筑方式的特殊性，虽取得了一定的效果，但是其高离职率 成为新型建筑公司又一大难题。 因此，本研究以员工离职倾向影响因素为选题背景，选取 PPVC 建筑工人群 体作为研究队形，探讨了组织支持感、工作满意度对新型建筑员工的离职倾向的 影响。以组织支持感为自变量，工作满意度作为中介变量，探讨其对于离职倾向 的作用机制。采用 SPSS 23.0 软件、process3.3 软件和 bootstrap 插件进行统计分析， 得出以下结果： （1）PPVC 建筑行业员工的组织支持感在不同年龄、不同工作年限上存在显 著差异。 （2）PPVC 建筑行业员工的组织支持感正向影响工作满意度，并负向影响离 职倾向。 （3）PPVC 建筑行业员工的工作满意度负向影响其离职倾向，工作满意度部 分中介了组织支持感与离职倾向之间的关系。 本研究不仅拓展了组织支持感、工作满意度和离职倾向相关理论地应用范围， 丰富了相关理论的实践价值，还为我国未来发展新型建筑行业——PPVC 建筑行业 的人才管理提供了现实意义。 关键词： PPVC 建筑、组织支持感、组织承诺、离职倾向、工作满意度湖 北 工 业 大 学 硕 士 学 位 论 文 II Abstract In the 21st century, the world environment is under unprecedented pressure, and environmental problems are emerging one after another. Under the environment of global integration, the global economy has begun to transform. In the face of the dual pressures caused by environmental degradation and economic transformation, my country's traditional industrial industry has to face major choices for transformation, especially my country's construction industry. The construction industry plays an important role in my country's economic development, but at present its productivity growth is slowing down, and my country's construction industry is about to face the severe pain of transformation. By analyzing, discussing and studying the current development trend of the world construction industry, we can see that the development of new construction methods has become an inevitable trend. The global construction industry is exploring new ways of developing the traditional construction industry, especially Singapore. In recent years, Singapore has not only faced economic transformation and environmental pressures, but also suffered from tightening policies by foreign workers. Its construction industry productivity and economic benefits have been severely hindered. Therefore, in order to improve the productivity of the construction industry, the Singapore government has issued a series of policies and measures to improve the productivity of the construction industry and promote the development of the construction industry, including and the development of high-tech machinery to replace the previous production model. With the promotion of the Singapore government, the construction method of PPVC was born. However, due to the particularity of the construction method of PPVC, although a certain effect has been achieved, its high turnover rate has become another major problem for new construction companies. Therefore, in this study, taking the influencing factors of employee turnover intention as the topic background, PPVC construction worker groups were selected as the research formation, and the effects of organizational support and job satisfaction on the turnover intention of new construction employees were discussed. Taking organizational support as an independent variable and job satisfaction as an intermediary variable, the mechanism of its effect on turnover intention was explored. Using SPSS 23.0 software, process3.3 software and bootstrap plug-in for statistical analysis, the following results were obtained: (1) There is a significant difference in the sense of organizational support of employees in the PPVC construction industry at different ages and different working years. (2) The sense of organizational support of employees in the PPVC construction industry positively affects job satisfaction and negatively affects the tendency to leave. (3) The job satisfaction of employees in the PPVC construction industry is湖 北 工 业 大 学 硕 士 学 位 论 文 III significantly negatively correlated with turnover intention, and job satisfaction plays a partial intermediary role between organizational support and turnover tendency. This research not only expands the application scope of the related theories of organizational support, job satisfaction and turnover intention, enriches the practical value of the related theories, but also provides practical significance for the talent management of the new construction industry-PPVC construction industry. Keywords: PPVC architecture, organizational support, organizational commitment, turnover intention, job satisfaction湖 北 工 业 大 学 硕 士 学 位 论 文 IV 目 录 摘要.............I Abstract.............II 第 1 章 绪 论.....7 1.1 研究背景............................. 7 1.2 研究目的与意义................. 9 1.2.1 实践意义........................9 1.2.2 理论意义......................10 1.3 研究内容与方法................10 1.3.1 研究内容......................10 1.3.2 研究方法......................11 1.3.3 研究技术路线图.......... 11 1.4 本研究主要创新点........... 12 第 2 章 文献综述............................14 2.1 组织支持感的相关研究...14 2.1.1 组织支持感的概念..... 14 2.1.2 组织支持感的结构维度及测量................16 2.2 组织支持感的形成机制和影响因素...............19 2.3 组织支持感的影响结果...20 2.3.1 对员工工作行为的影响..........................20 2.3.2 对员工与组织关系的影响......................22 2.4 工作满意度....................... 24 2.4.1 工作满意度的概念..... 24 2.4.2 工作满意度的测量...... 25 2.4.3 工作满意度的相关研究............................. 27 2.5 离职倾向..........................28 2.5.1 离职倾向的概念......... 28湖 北 工 业 大 学 硕 士 学 位 论 文 V 2.5.2 离职倾向的测量.......... 29 2.5.3 离职倾向的相关研究.. 29 2.5.4 国内外员工离职问题研究现状 .............30 2.6 本章小结............................33 第 3 章 理论基础与研究假设....... 34 3.1 构建模型的理论基础.......34 3.2 理论模型框架................... 34 3.3 假设推演........................... 35 3.3.1 组织支持感对离职倾向的影响作用........35 3.3.2 工作满意度中介作用的探讨....................36 第 4 章 问卷设计与实验过程....... 38 4.1 相关量表和分析工具........38 4.1.1 数据分析工具介绍...... 38 4.1.2 量表介绍.......................38 4.2 研究对象........................... 39 4.3 研究过程............................39 第 5 章 数据结果分析....................41 5.1 样本的描述性统计分析...41 5.2 变量的描述性统计分析...42 5.3 量表的信效度分析............42 5.3.1 信度分析.......................42 5.3.2 效度分析.......................43 5.4 个体特征的差异化分析..45 5.4.1 性别对各变量的差异分析........................45 5.4.2 年龄对各变量的差异分析........................45 5.4.3 学历对各变量的差异分析........................46 5.4.4 工作年限对各变量的影响差异分析........47 5.5 共同方法偏差检验..........48 5.6 变量相关性分析..............48湖 北 工 业 大 学 硕 士 学 位 论 文 VI 5.7 回归分析和 PROCESS 的中介检验................... 49 第 6 章 结果讨论与展望................51 6.1 讨论与分析....................... 51 6.2 企业管理实践建议........... 52 6.3 研究局限与展望............... 53