职业生涯早期员工工作满意度与离职倾向——基于多维度工作满意度分析

Job Satisfaction and Turnover Intention of Early Career Employees——Based on the Analysis of Multi Dimensional Job Satisfaction

职业生涯早期员工的工作满意度对离职倾向具有重要影响。以职业生涯早期员工为研究对象,编制了职业生涯早期员工工作满意度量表,选取山东、江苏、上海等地的32家企业,利用分层随机抽样的方式,得到了容量为409的样本。采用验证性因子分析和层次回归分析,探索了职业生涯早期员工工作满意度对离职倾向的影响机制。结果显示:职业生涯早期员工的整体工作满意度对离职倾向具有显著的负向影响(β=-0.629);工作满意度的六个一阶因子对离职倾向的影响存在差异,其中有五个维度对离职倾向具有显著的负向影响,影响大小依次为薪酬福利、工作本身、个人发展、人际关系和工作胜任,而领导行为对离职倾向没有显著影响。

The job satisfaction of early career employees has an important influence on the turnover intention.Taking early career em- ployees as the research objects, a table of job satisfaction scale for early career employees was designed, 32 companies located in Shan- dong, Jiangsu, Shanghai and other places were selected, and 409 samples were obtained.Confirmatory factor and hierarchical regression analysis have been used to explore the influence of early career employees＇job satisfaction on turnover intention.The results showed that early career employees＇job satisfaction has a significant negative influence on turnover intention（ β = -0.629）.The six dimensions of job satisfaction have different influence on turnover intention.Among which 5 have significant negative influence, by order, they are magni- tude issalary satisfaction,job itself satisfaction, individual development satisfaction, interpersonal satisfaction and job competency satis- faction.But leadership behavior satisfaction has no significant impact on turnover intention.