作　　者： ;

机构地区： 华南理工大学工商管理学院

出　　处： 《华南理工大学学报：社会科学版》 2015年第4期1-6,共6页

摘　　要： 离职风险是人力资源风险管理的重要部分,员工离职会给企业带来巨大的损失。本文以广东省汽车企业为调查对象,研究企业新入职员工的离职倾向,得出组织支持感、工作满意度、组织承诺度与离职倾向存在显著负相关关系。四家被调查企业中,员工的工作满意度与组织承诺度存在显著差异,不同学历的员工在离职倾向上也存在差异。通过逐步回归,得出了包含组织承诺度与离职倾向的线性回归方程。最后,在组织支持感、工作满意度、组织承诺度方面提出了相应的对策及措施,以控制、降低新员工的离职倾向。 The risk of turnover is an important part of the human resources risk management. Enterprises may incur great losses because of employee turnover. The new employees＇ turnover intention was focused on in the automobile enterprises in Guangdong province. The results indicate that perceived organizational support,job satisfaction and organizational commitment have negative effects on turnover intention. Job satisfaction and organizational commitment in the 4 automobile enterprises are featured by significant difference,and employees of different education background show different turnover intention. Derived from stepwise regression,linear regression includes 2 variables,organizational commitment and turnover intention. Finally,the corresponding countermeasures regarding perceived organizational support,job satisfaction and organizational commitment are proposed to reduce staff turnover intention.

关 键 词： 人力资源 风险管理 离职倾向 汽车企业 新员工

分 类 号： [F272.92]

领　　域： []