發(fā)布時間：2018-05-10 14:43

  本文選題：制造型企業(yè) + 新生代工人��； 參考：《安徽理工大學(xué)》2014年碩士論文

【摘要】：改革開放的不斷深入,我國制造業(yè)得到了迅速發(fā)展,但是隨著大批80、90后員工進入工作崗位,我國的勞動力市場結(jié)構(gòu)發(fā)生了巨大變化,新生代工人成為制造型企業(yè)的中堅力量,一方面他們擁有較高的技術(shù)和整體素質(zhì),為制造型企業(yè)加速轉(zhuǎn)型奠定了人才基礎(chǔ),而另一方新生代工人的鮮明個性也對制造型企業(yè)的管理帶來巨大的挑戰(zhàn),其中最為嚴(yán)峻的挑戰(zhàn)要數(shù)居高不下的離職率了。 心理契約是組織與員工間隱含的對相互責(zé)任義務(wù)的感知和理解,這些理解不但是建立在書面契約中雙方的正式承諾的基礎(chǔ)上,也包括員工基于對組織文化、管理制度及管理者的各種形式承諾而產(chǎn)生的對組織責(zé)任的主觀理解。作為一種內(nèi)隱的主觀感受,心理契約違背與否直接影響了員工對組織的內(nèi)在評價,進而對員工的組織行為產(chǎn)生影響。 本文在大量的文獻研究基礎(chǔ)上,針對制造型企業(yè)新生代工人特點、離職現(xiàn)狀進行分析,以蘇南地區(qū)制造型企業(yè)新生代工人為實證研究對象,借助探索性因子分析的方法,研究新生代工人心理契約的結(jié)構(gòu)和內(nèi)容并加以驗證,并通過構(gòu)建結(jié)構(gòu)方程模型,分析心理契約違背對離職傾向的影響路徑,以及組織承諾的中介作用,主要得出以下研究結(jié)論： (1)制造型企業(yè)新生代工人心理契約呈現(xiàn)三維結(jié)構(gòu),包括保障契約、發(fā)展契約、情感契約,且與傳統(tǒng)的“交易-關(guān)系”二維結(jié)構(gòu)相比,三維結(jié)構(gòu)的更為優(yōu)越。 (2)新生代工人心理契約違背對離職傾向存在顯著正相關(guān)。 (3)組織承諾在心理契約違背對離職傾向的影響中承擔(dān)中介作用,其中持續(xù)承諾在發(fā)展契約違背對離職傾向的影響中承擔(dān)完全中介作用；情感承諾在情感契約違背對離職傾向的影響中承擔(dān)完全中介作用。 (4)心理契各維度的違背對離職傾向的影響程度不同,保障契約違背影響路徑最大,情感契約次之,最后是發(fā)展契約。
[Abstract]:With the deepening of reform and opening up, the manufacturing industry in our country has been developing rapidly. However, with a large number of post-80s employees entering the work position, the labor market structure of our country has undergone tremendous changes, and the new generation of workers have become the backbone of manufacturing enterprises. On the one hand, they have higher technology and overall quality, which has laid a talent foundation for the rapid transformation of manufacturing enterprises, while the bright personality of the new generation of workers on the other side also brings great challenges to the management of manufacturing enterprises. One of the most serious challenges is the high turnover rate. Psychological contract is an implicit perception and understanding of mutual responsibility obligations between organizations and employees. These understandings are based not only on the formal commitments of both parties in written contracts, but also on the organizational culture of employees. The subjective understanding of organizational responsibility arising from management systems and various forms of commitment by managers. As an implicit subjective feeling, the violation of psychological contract has a direct impact on employees' internal evaluation of the organization, and then on the organizational behavior of employees. Based on a large number of literature studies, this paper analyzes the characteristics of the new generation of workers in manufacturing enterprises, and analyzes the current situation of turnover. Taking the new generation of workers in manufacturing enterprises in southern Jiangsu as the empirical research object, the method of exploratory factor analysis is used to analyze the characteristics of the new generation of workers in manufacturing enterprises. This paper studies the structure and content of the psychological contract of the new generation workers and verifies it. By constructing the structural equation model, it analyzes the influence path of the psychological contract breach on the turnover intention and the intermediary function of the organizational commitment. The main conclusions are as follows: 1) the new generation of workers' psychological contract in manufacturing enterprises presents three-dimensional structure, including guarantee contract, development contract, emotional contract, and the three-dimensional structure is superior to the traditional two-dimensional structure of "transactional relationship". 2) there is a significant positive correlation between the psychological contract breach of the new generation workers and turnover intention. (3) organizational commitment plays an intermediary role in the influence of psychological contract breach on turnover intention, in which continuous commitment plays a complete intermediary role in the influence of development contract breach on turnover intention; Affective commitment plays a full intermediary role in the influence of affective contract breach on turnover intention. (4) the degree of influence of different dimensions of psychological contract on turnover intention is different, the path of breach of security contract is the biggest, the affective contract is the second, and the last is development contract.
【學(xué)位授予單位】：安徽理工大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F425;F272.92

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本文編號：1869721