心理韧性和可感知人力资源管理实践与退休意愿的关系研究

Study on Relationship between Psychological Resilience and Perceptible Human Resource Management Practice and Retirement Intention

在国民经济迅速发展的背景下,老龄化问题已成为企业和组织所面临的一个时代难题。了解老年员工退休意愿以及如何留住老年员工对企业管理者来说是一项重大的挑战。本文在相关政策和文献的研究基础上,提出假设并对其进行检验。结果表明,作为企业管理者,应意识到员工心理韧性的重要性,采取一些人力资源管理措施增强企业或组织员工的心理韧性;承诺型归因可感知人力资源管理实践不仅可以增强员工的心理韧性,还与员工的延迟退休意愿有正向相关作用;高度的领导成员—交换关系中,领导者能够激励个人,并鼓励人们对情况进行积极的评估,领导也会努力提供给员工所需的资源,因为信任、互恵和沟通的清晰度都很高。

With the rapid development of national economy,the problem of aging has become a difficult problem faced by enterprises and organizations.It is a major challenge for enterprise managers to understand the retirement intention of senior employees and to retain them.Based on the study on relevant policies and literatures,this paper puts forward a hypothesis and verifies it The results show that enterprise managers should be aware of the importance of employees,psychological resilience,and take some human resource management practice measures to enhance the psychological resilience of employees in enterprises or organizations;the commitment-attributionbased perceptible human resource management practice can not only enhance the psychological resilience of employees,but also has a positive correlation with employeesJ willingness to delay retirement;in a high-level leader-member exchange relationship,leaders can motivate individuals and encourage people to make a positive assessment to the situation,and they will also strive to provide employees with the resources they need since trust,reciprocity and clarity of communication are very high.