外资企业“玻璃天花板”与本土员工离职倾向:易变性职业生涯的调节效应

An Investigation on Glass Ceiling and Turnover Intention in Foreign-invested Corporations

当前,人才竞争日益激烈,外资企业却与本土员工存在文化差异所提供的职业发展路径不够畅通,不同国籍员工薪酬福利又差异悬殊,造成本土员工职业发展的"玻璃天花板",以致于优秀的本地人才不断流失。然而,以往研究重视基于性别和种族差异的"玻璃天花板",忽视员工自我职业生涯管理,难以提出针对性的建议。本研究旨在揭示外资企业"玻璃天花板"效应对本土员工离职意向的影响,探索易变性职业生涯的调节效应。基于574份方便样本的在线网络调研数据,本研究运用结构方程模型和简单斜率分析检验假设模型,同时控制被试的职业发展状态,并将外资企业与国有企业和民营企业进行对比研究。研究结果验证外资企业"玻璃天花板"效应对本土员工离职倾向的影响,揭示易变性职业生涯的调节作用。本文从企业-员工的雇佣关系角度,提出破解外企人才困局建议,并帮助国有企业和民营企业认清自身优势,吸引和留住人才。

The international corporations can retain talent employees by eliminating the effect of ＇glass ceiling＇ . While controlling the initial career development state, this study used Structural Equation Modeling （SEM） with Simple Slope Analysis （SSA） to analyze the relationships between the ＇glass ceiling＇ effects and employee turnover intentions. The analysis also examined the moderating effect of protean career and compared the relationships among international corporations, state-owned enterprises, and private companies. The findings are： （1） the better career development reduces turnover intention; （2） the ＇glass ceiling＇ effects on turnover intentions exists in foreign-capital corporations; （3） protean career moderated the relationships. International corporations should focus on their relationships with employees for retaining talent staff. The implications can also help the state-owned and private enterprises to attract and retain talent employees.