员工离职决策多路径模型案例分析——基于离职倾向与外在事件的两维视角

A Case Study of Employees' Turnover Decision-making Multi-path Model:Based on Two-dimensional Perspective of Turnover Intention and External Events

基于对现有离职决策文献的回顾与评析,本文从离职倾向和外在事件的影响两方面对员工的离职决策进行分类,将其划分为冲击型、计划型、冲动型、诱发型、忠诚型和谨慎型,并分别从个人目标和外在事件的性质将离职决策六大类划分为22种子路径。采用多案例分析的方法对论文所提出的离职决策多路径模型进行了检验,发现提出的离职决策路径模型能够较好地解释现实的离职行为;职业成长受限是引发员工离职的重要前因;对于大多数员工来说,在工作中追求的不仅包括职业目标的实现,还非常关注自身的生活目标和在组织中的情感目标实现。

Based on reviewing existing literature about turnover decision-making, the paper classified employees ＇ turnover decision-making from two aspects of turnover intention and external events. Turnover decision-making was divided into six styles, including impactive style, preplanned style, impulsive style, inductive style, loyal style and prudent style. Then the six classifications were further divided into 22 paths from the nature of individual goals and external events. Case study was conduct to test the multi-path model. The results of case study found that the turnover decision- making multi-path model can explain the actual turnover behavior. It indicated that andante career growth was apt to induce employee produce turnover behavior, and for most employees, they pursued not only career goal, but also life goal and affeetive goal.