新生代员工可雇佣性对离职倾向的影响机理及组织干预策略研究

The new generation employees are the main force of the enterprise and the source of the competitive advantage . However, human resource management has been plagued by the high turnover rate and low stability of this group. This project is to explain the turnover reasons and the turnover decision of the new generation employees from the employability perspective. First of all, this research develops the employability scale of new generation employee; Then, The existing studies on the new generation employee turnover reasons and turnover decision are based on social exchange theory and limited to the linear relationship and drawn inconsistent conclusions. Owing to that, the project is to assume and derive the U type relationship between the employability and turnover intention of the new generation employees based on resource conservation theory, furthermore, this project takes career growth as mediating variable and work resource as moderator variable to explore the mediating mechanism and boundary conditions of employability affecting turnover intention. The project is to test the hypothesis with the empirical data of Chinese new generation employees and clarify the influence mechanism of employability on turnover intention. Finally, the project puts forward employability as the core of construction new human resource management system from the organization level and suggestions of balancing employability promotion and maintaining employment stability from employee level. The study is helpful to deepen the theoretical research on employability, provide a new perspective for the interpretation on the turnover of the new generation employees and to provide suggestions for the adjustment and innovation of human resource management strategy. In practice, the study can provide guidance for improving the employment stability of the new generation employees, optimize the employment strategy, improve the quality of employment and achieve harmonious employment relationship.

新生代员工是企业的主力军、获取竞争优势的来源。但该群体的高离职率和低稳定性一直困扰企业人力资源管理。本研究从可雇佣性的视角解释新生代员工离职的原因及离职决策的形成过程。本研究首先开发新生代员工可雇佣性量表；然后，针对以往研究以社会交换理论为基础、将两者关系局限于线性关系且结论不一致的现状，以资源保存理论为基础，假设并推导可雇佣性与离职倾向之间呈U型关系，首次以职业成长为中介变量、工作资源为调节变量，探索可雇佣性影响离职倾向的中介机制和边界条件，并以中国新生代员工的经验数据检验假设，厘清可雇佣性对离职倾向的影响机制；最后，从组织层面提出构建以可雇佣性为核心的人力资源管理体系，从员工层面提出平衡可雇佣性提升与保持雇佣稳定性的对策建议。本研究提出降低新生代员工离职管理的新思路，为企业人力资源管理策略的调整及创新提供参考，以达到优化雇佣策略、提高雇佣质量、实现雇佣关系和谐。

就业是民生之本。新生代知识员工已逐步成为职场的主力军、企业竞争优势的重要来源，但该群体的高离职率和低稳定性一直困扰企业人力资源管理。本项目主要研究内容包含三部分：（1）可雇佣能力对员工离职倾向的影响机理研究；（2）培训对知识员工组织承诺的影响；（3）可雇佣能力对员工创新行为的影响及组织引导策略研究；（4）知识员工体面劳动的测量、影响机制及提升路径研究。经过理论和实证研究，得出以下结论：（1）可雇佣能力的两种测量工具，一种侧重于以组织内外边界作为划分的依据，包含内部可雇佣能力和外部可雇佣能力；一种侧重于员工综合的、被持续雇佣的能力，包含业务技能、预期和优化、个体适应性、团队意识和平衡五个维度。两种测量工具均具有良好的信度和效度；（2）新生代知识员工可雇佣能力与离职倾向之间存在显著的U型关系；职业成长部分中介可雇佣能力对离职倾向的U型影响；工作资源调节可雇佣能力与离职倾向的U型关系；（3）培训正向影响知识员工职业承诺和组织承诺，职业承诺在培训与组织承诺之间起部分中介作用，内部可雇佣性正向调节培训与组织承诺、职业承诺与组织承诺之间的关系；（4）运用计划行为理论，将员工创新行为的影响因素具体分为两大类，一类是从员工可雇佣能力视角，提出员工创新应具备的个体内在特征；另一类是从外部资源的视角，提出促进员工创新应满足的组织和工作资源条件；当具备这些主观及客观条件时，才会产生创新的意愿，进而引发创新行为。（5）知识员工体面劳动感知包含四个维度：工作保障、专业技能、尊重支持和自我价值；工作投入在体面劳动感知与员工创新行为之间起完全中介作用；威权领导风格在体面劳动感知与工作投入、体面劳动感知与工作倦怠之间起显著的调节效应。本项目为降低新生代员工离职率提出新的管理思路，为企业人力资源管理策略的调整及创新提供参考，以达到优化雇佣策略、提高雇佣质量、实现雇佣关系和谐；本项目将“可雇佣能力”与“创新行为”两个概念 统一到一个框架内，依据计划行为理论推导员工创新行为产生的理论模型，提出了企业引导员工创新的策略，为开辟创新研究的新视角和组织激励员工创新行为提供思路参考，也为组织识别、开发、培训员工创新潜质的实践提供对策建议。