摘要
通过对149名企业员工调查数据的层次回归分析,发现在控制了工作年限和职位以后,员工自我效能感对工作投入有显著正向影响;希望对工作投入、工作满意有显著正向影响,对离职倾向有显著负向影响;乐观对工作投入、工作满意有显著正向影响,对离职倾向有显著负向影响;坚韧对工作投入有显著正向影响,对离职倾向有显著负向影响;心理资本整体对工作投入、工作满意有显著正向影响,对离职倾向有显著负向影响。
This research investigated 149 employees in enterprises.After controlling work years and position,Hierarchical Regression Analysis showed that employee＇s self-efficacy had significant positive effect on job involvement.Hope had significant positive effect on job involvement,job satisfaction,and significant negative effect on turnover intention.Optimism had significant positive effect on job involvement,job satisfaction,and significant negative effect on turnover intention.Strength had significant positive effect on job involvement,and significant negative effect on turnover intention.
出处
《重庆理工大学学报（社会科学）》
CAS
2012年第1期18-25,共8页
Journal of Chongqing University of Technology（Social Science）
基金
国家自然科学基金"基于员工对人力资源管理感知的工作场所偏离行为研究"(70972107)成果之一
课题负责人:陈维政
关键词
心理资本
工作投入
工作满意
离职倾向
psychological capital
job involvement
job satisfaction
turnover intention
