石油销售员工工作倦怠与离职意愿 - 组织承诺和心理资本的作用

The role of the job burnout and turnover intention of the oil sales staff - organizational commitment and psychological capital

摘要:(摘要内容经过系统自动伪原创处理以避免复制,下载原文正常,内容请直接查看目录。)

配景员工的高去职率给企业形成了伟大的本钱丧失,严重影响了企业的成长,这惹起了愈来愈多研讨者的存眷。年夜量已有研讨注解任务疲倦会对员工的去职志愿发生明显影响,但已有研讨多存眷任务疲倦对去职志愿的外面直接影响,较少斟酌任务疲倦对去职志愿的深刻影响机制。但是国外一些最新研讨注解任务疲倦对去职志愿的影响是一个内涵的心思进程,在其影响进程中还应有中介变量和调理变量的配合感化。是以,本研讨将任务疲倦、心思本钱、组织许诺和去职志愿归入同一的剖析框架之下,商量任务疲倦对去职志愿的影响机制,考核组织许诺和心思本钱在这一影响机制中所起的感化,为企业下降员工的去职率供给了新的视角和实际根据,具有主要的实际意义和理论意义。目标考核石油发卖员工去职志愿的特色;剖析石油发卖员工任务疲倦、心思本钱、组织许诺和去职志愿的关系;商量组织许诺在任务疲倦与去职志愿间的中介感化;商量心思本钱在任务疲倦与去职志愿间的调理感化,为下降石油发卖员工的去职率供给实际根据。办法采取小我根本情形查询拜访问卷、任务疲倦量表、心思本钱查询拜访问卷、组织许诺量表和去职志愿量表对中国石化北京分公司石油发卖员工停止查询拜访,共发放问卷500份,收受接管有用问卷429份。应用SPSS17.0软件树立数据库并停止数据处置,采取的统计办法有描写性剖析、t磨练、方差剖析、相干剖析、回归剖析等。成果1.从生齿学变量下去看:25岁以下的石油发卖员工在去职志愿上得分明显高于26-35岁和36岁以上的员工(P<0.001);工龄为1-3年的石油发卖员工,在去职志愿上得分明显高于3年以上的员工(P<0.05);月支出在2000元以下和2000-3000元的石油发卖员工在去职志愿上得分明显高于3000元以上的员工(P<0.001)。2.石油发卖员工任务疲倦及各维度与去职志愿呈明显正相干(P<0.001);心思本钱及各维度与去职志愿呈明显负相干(P<0.01);组织许诺、情绪许诺、标准许诺与去职志愿呈明显负相干(P<0.01)。3.组织许诺在任务疲倦与去职志愿的关系中起着部门中介感化,中介效应占总效应的比例为20%。4.心思本钱对任务疲倦与去职志愿的关系具有明显的调理感化(△R2=0.054,P<0.05)。结论1.石油发卖员工的年纪越小、月支出越低,去职志愿程度越高。2.任务疲倦对去职志愿有明显的正向猜测感化,组织许诺在任务疲倦和去职志愿之间起部门中介感化。3.心思本钱在任务疲倦与去职志愿的关系中起负向的调理感化,即高心思本钱程度的石油发卖员工,在任务疲倦水平雷同的情形下,其去职志愿更低。

Abstract:

Background staff's high turnover rate to the enterprise formed great capital loss, serious impact on the growth of enterprises, which cause the increasing research concern. A large number of existing research annotation task tired will staff resigned voluntary occur obvious effect, but existing research put attention task tired the resignation of volunteer outside the direct effect, less consider task tired on voluntary resigned the profound influence of mechanism. But some foreign newest research annotation task tired the resignation of volunteer is a connotation of psychological process under the influence of the process must be intermediary variables and conditioning variables combined action. Is, this study will task tired, psychological cost, organization commitment and resigned voluntary classified with a framework of analysis, discuss the task tired the resignation of influence mechanism of volunteer, assessment of organizational commitment and psychological cost in the influence mechanism of action, for the enterprise decline employees resigned supply rate of the new angle of view and the theory on which it is based, and has important practical significance and theoretical significance. Objective assessment of oil hair sell employees resigned the characteristics of voluntary; analysis of oil sales employees task tired, psychological cost, organization commitment and resigned voluntary relationship; to discuss organizational commitment in task tired and resigned between voluntary intermediary role; discuss psychological cost in task tired and vocation may the adjustment action, for the decline in oil sales staff resignation rate of actual supply according to. Way to take the basic personal situation query visit questionnaire, task fatigue scale, psychological cost query visit questionnaire, organizational commitment scale and resigned volunteer scale of Sinopec Beijing branch oil company made sales staff survey, issued a total of 500 questionnaires, recycling effective questionnaire 429. Application of SPSS17.0 software to establish a database and data processing, statistical methods have adopted descriptive analysis, variance analysis, t training, coherent analysis, regression analysis etc.. Achievements: 1. From a population variables on: 25 years old the following oil sales staff in resigned on voluntary score was significantly higher than that of 26-35 years old and above 36 employees (P < 0.001); length of service for 1-3 years of oil sales staff, in resigned voluntary score was significantly higher than that of 3 years or more employees (P < 0.05); monthly spending in 2000 yuan of the following and 2000-3000 yuan oil hair sell employees in resigned on voluntary score was significantly higher than that of the more than 3000 employees (P < 0.001). 2. Oil sell employee task tired and dimensions and resigned volunteer was significantly positive correlation (P < 0.001); psychological capital and its dimensions and resigned volunteer was negatively related (P < 0.01); organizational commitment, emotional commitment, standard promise and resigned volunteer was negatively related (P < 0.01). 3. Organizational commitment in task tired and resigned voluntary relationship plays a partial mediating effect and mediating effect accounted for the proportion of the total effect is 20%. 4 psychological cost has obvious effect on fatigue and a conditioning task volunteer relationship (R2=0.054, P<0.05). Conclusion the 1 oil sales staff younger, monthly expenditure is lower, the higher the degree of voluntary resignation. 2. The task tired the resignation of volunteers has significant positive forecast effect and organizational commitment in task tired and resigned volunteer plays a part of the intermediary role. 3. Psychological cost in task tired and resigned voluntary relationship from negative to the conditioning effect, namely high psychological cost of oil hair selling staff, similar in the level of task tired, whose resignation volunteer lower.

目录:

摘要5-7
Abstract7-9
1 研究背景10-12
2 研究意义12
    2.1 理论意义12
    2.2 实践意义12
3 研究设计12
    3.1 研究目的12
    3.2 研究假设12
4 对象和方法12-15
    4.1 研究对象12-13
    4.2 施测程序13
    4.3 研究工具13-15
    4.4 数据处理15
5 结果15-23
    5.1 各研究变量描述性分析15-16
    5.2 人口学变量在石油销售员工离职意愿上的差异比较16-18
    5.3 各研究变量与离职意愿的相关分析18-19
    5.4 石油销售员工组织承诺在工作倦怠与离职意愿间的中介效应检验19-21
    5.5 石油销售员工心理资本在工作倦怠与离职意愿间的调节作用21-23
6 讨论23-25
    6.1 石油销售员工离职意愿在人口学变量上的特点23
    6.2 各研究变量与离职意愿的关系研究23-24
    6.3 组织承诺的中介效应分析24-25
    6.4 心理资本的调节效应分析25
7 小结25-26
8 研究不足与展望26-27
参考文献27-30
综述 离职意愿及其相关因素的研究现状30-41
    参考文献37-41
附录41-45
攻读学位期间发表文章情况45-46
致谢46-47
个人简历47