员工离职:雇佣关系框架下的追踪研究

Employees' Resignation: a Longitudinal Study within the Framework of Employment Relationship

大学毕业生是我国每年新增就业的主力军,留用大学生员工是我国众多企业面临的现实管理问题。在雇佣关系理论框架下,本文研究大学毕业生入职后心理契约发展与离职之间的关系。采用追踪研究方法,基于员工入职前、参加工作后一年以及工作后两年三个时间点采集的数据,具体考察心理契约、契约履行以及离职之间的逻辑联系,并探索员工传统性对该发展过程的影响。研究发现:对组织的高义务感促使员工更积极地履行心理契约,对组织的高期望则更容易让员工觉得组织履约不足,并导致员工离开企业;相对于非传统员工,传统的员工则更容易因为感到自身履约不足而离开企业。

University graduates are the principal force of China's new employment each year and to employ them is a management problem in reality confronting China's many enterprises.Within the theoretic framework of the employer-employee relationship, we have studies the relationship between the development of the psychological contract and quitting his or her job that they have obtained for the first time. Making a follow-up survey, and based on the three kinds of data respectively collected before these university graduates found their job, and one year and two years after they found their first job, we have probed concretely into the logical relationship between the psychological contract, the performance of contracts and resignation and into the effect of employee's traditional-ness on the process of the said development. After our research, we have discovered that the keen sense of obligations to the organization spurs employees on to more positive performance of the psychological contract, that organization's high expectations of these employees will more likely make them feel that the organization has fulfilled the contract poorly, resulting in the resignation of employees, and that, compared with the new type of employees, the traditional type of employees are more prone to leave the organization because they feel that they have incompletely implemented the contract.