匹配工作绩效到离职模型:国有企业与民营企业的比较

在国有和民营两种不同体制下,中国员工离职倾向的影响因素构成情况存在差异,且其工作绩效和离职倾向之间的关系也有不同。研究结果发现,工作满意度、组织承诺并不影响绩效和离职倾向之间的关系;工作绩效和离职倾向之间的关系通过工作机会、离职想法、搜寻行为进行调节,而且国有企业和民营企业呈现出不同的绩效—离职路径模式。国有企业员工工作绩效通过其他中介对离职产生负向影响,而民营企业员工工作绩效通过其他中介对离职产生正向影响。基于推拉理论的分析表明,国有企业员工对于感情动力激励机制更加敏感,而民营企业员工对于契约和谋算动力的激励机制更加关注,并对成就需求表现出强烈渴望。在对员工离职决策进行干预时,要针对其相应的决策类型进行事前控制。

Matching Job Performance with Job-quitting Model: An Examination of the State-owned Enterprises and Private Enterprises

Due to the difference in ownership forms,the factors being attributed to employees' job quitting intention are different in state-owned enterprises and private ones. The same is true to the relation between job performance and job-quitting intentions. Study shows that Job satisfaction and commitment to an organization do not affect job performance and job-quitting intentions, the relation between which is adjusted by perceived alternative job opportunities , job-quitting intentions, and job-seeking behavior...