论文部分内容阅读
本文根据396份新生代农民工的有效问卷,采用SPSS17.0对数据进行相关分析、信度效度分析和回归分析,探讨新生代农民工工作不安全感、工作满意度对离职倾向的影响。研究表明,新生代农民工工作不安全感的五个维度分别从不同强度上对工作满意度产生负向影响、对离职倾向产生正向影响,同时,工作满意度对离职倾向有负向影响,工作满意度在新生代农民工工作不安全感与离职倾向关系间发挥部分中介作用。可见,为了解决短工化和人员流失难题,企业管理者可以有步骤有重点地降低新生代农民工对薪酬晋升、工作执行、人际关系、过度竞争和工作丧失的担忧和压力,同时重视他们对工作的整体态度。
Based on the valid questionnaires of 396 new-generation migrant workers, SPSS 17.0 is used to analyze the data, reliability and validity analysis and regression analysis to explore the impact of job insecurity and job satisfaction on the turnover intention of the new generation of migrant workers. The research shows that the five dimensions of job insecurity of migrant workers in the new generation respectively have a negative impact on job satisfaction from different intensities and a positive impact on the turnover intention, meanwhile job satisfaction has a negative impact on turnover intention, Job satisfaction plays a partial intermediary role in the relation between job insecurity and turnover intention of the new generation of migrant workers. Therefore, in order to solve the problem of short-term workforce and staff turnover, business managers can step by step focus on reducing the worries and pressures of new-generation migrant workers on salary promotion, job performance, interpersonal relationships, over-competition and job loss, The overall attitude.