双重认同下知识型员工敬业度与流动性关系研究

The Effect of Dual-Identification on the Relationship between Knowledge Employee Engagement and Mobility

学术界和管理者普遍持有员工敬业度与流动性负相关的观点,但是在知识型员工身上,由于组织认同与专业认同双重作用,流动性与敬业度之间的简单负相关关系需要重新审视。文章通过对345名知识型员工的调研,分析了组织认同与专业认同一致和冲突情景下,流动性与敬业度之间的关系。结果显示,知识型员工敬业度低流动性高的现象仅发生在组织认同和专业认同都较低的情景下。在这两种认同度其他组合下,流动性与敬业度并不存在负相关关系。产生了高敬业度与高流动性并存,低敬业度不一定导致高流动性的情景。研究结论深化了双重认同下敬业度与流动性关系的理解,帮助企业科学分析知识型员工流动性与敬业度之间的关系。

Academicians and managers generally hold that engagement is negatively correlated with mobility for employees. However, the simple negative correlation between mobility and engagement needs to be reexamined for knowledge employees because of the dualeffect of organizational identification and professional identification. The paper, through the investigation of 345 knowledge employees, analyzes the correlation between mobility and engagement in the contexts of consistency and conflict of organizational identification and professional identification. The results show that low engagement with high mobility for knowledge employees occurs only in the combination of low organizational identification and low professional identification. The negative correlation between mobility and engagement does not exist in other combinations of low organizational identification and low professional identification. High engagement and high mobility coexist, and low engagement does not necessarily lead to high mobility. The research conclusions deepen the understanding of the relationship between engagement and mobility under dual-identification, and help enterprises to scientifically analyze the relationship between mobility and engagement for knowledge employees.