员工离职倾向影响因素研究——以“80后”离职员工为例

The Difference Research of the Post-80 Employees' Turnover Intention——On the Individual and Organizational Factors

研究采用问卷调查法和单变量方差分析法探讨了"80后"员工的离职倾向在个体和组织因素上的差异。研究发现"80后"员工的离职倾向在性别、年龄、目前组织工作时间、岗位性质和组织类型等因素上差异不显著;在受教育程度、工作年限和组织规模等因素上差异显著。由此得出,"80后"员工在离职倾向方面具有较强的一致性,他们的职业主体意识较强,具有职业化取代企业化的倾向。在管理实践中,由于本科比专科和研究生学历的"80后"员工有更强的离职倾向,组织需要更加关注本科学历"80后"员工的离职情况;由于小规模组织中的"80后"员工与较大规模组织中的员工相比,有着较高的离职倾向,小规模组织需要更为关注"80后"员工的离职问题。

The paper uses questionnaires and one-way ANOVA to explore the difference of the post-80 employees＇ turnover intention on the individual and organizational factors.The research finds that there are not significant differences on the gender,the age,the working length in the present organization,the job character and the present organizational type.Meanwhile,there are significant differences on the educational level,the whole working length and the organizational magnitude.In the management practice,since the post-80 employees who have the undergraduate education levels have stronger turnover intention than those who have college for special training and graduate education levels,the organization need pay more attention on the undergraduate post-80 employees＇ turnover.Since the post-80 employees who are in the small scale organizations have stronger turnover intention than those who are in the bigger scale organizations,the small scale organizations need pay more attention on the post-80 employees＇ turnover.