工作嵌入与员工流动倾向——工作价值观为调节变量 本期目录 >>
Title: Job Embeddedness and Staff′s Flow Intention——Work Values As a Moderator Variable
作者 徐茜;张体勤
Author(s): Xu Qian; Zhang Tiqin
摘要: 员工流动不仅在微观层面影响企业员工的雇佣状态,而且在宏观层面影响社会的劳动力需求/供给系统。因此,深入探索员工流动的形成机理有很强的理论和实践意义。鉴于以往研究对员工流动的解释囿于工作本身和主观态度两方面,在社会网络层面对员工流动的形成进行了新的解释,探讨了工作嵌入对员工流动倾向的影响,并探索了工作价值观对该作用过程的影响。采用问卷法,对名402员工样本的研究结果表明:工作内嵌入中的工作内匹配和工作内损失对员工流动倾向产生显著负向影响,工作内联系并不具有显著影响;工作外嵌入中的工作外联系、工作外匹配和工作外损失均对员工流动倾向产生显著负向影响;工作价值观显著调节上述影响机制的某些方面,特别是情感性工作价值观对工作内联系的调节作用具有两面性。
Abstract: The flowability of staffs can influent not only the employment status of enterprises but also the demand/supply system of staffs in the whole society. So it is necessary to explore the forming mechanism of staff′s flow. The existing studies are trapped in working itself and staff's subjective attitude in explaining staff's flow. But more and more research results show that the two kinds of factors can not explain the flow choice totally, and new antecedent variables of staff's flow are needed to be found. Based on the embeddedness theory, this paper attempted to probe the influence mechanism of job embeddedness on staff's flow intention in order to hunt the new antecedents of staff's flow at the level of social network and interpersonal interaction. At the same time, taking into account work values' antecedent influence on work behavior, this study introduced work values as a moderator variable, and explored its effect on the above influence mechanism to help us have a better understanding of the relationship between job embeddedness and staff's flow intention. In order to build a model linking job embeddedness and staff's flow intention, we conducted literature review on on-the-job embeddedness, off-the-job embeddedness and staff's flow intention. In addition, we identified work values including implemental work values, cognitive work values and emotional work values that could mediate the relationship between job embeddedness and staff's flow intention. According to the above literature review, this study proposed three hypotheses to unveil the formation mechanism of staff's flow intention from job embeddedness and work values: (1) on-the-job embeddedness has significantly negative effect on staff′s flow intention; (2) off-the-job embeddedness has significantly negative effect on staff′s flow intention; (3) work values significantly moderates the relationship between job embeddedness and staff′s flow intention. In order to verify the effectiveness of these hypotheses, we selected staffs from four areas (Beijing, Shanghai, Jinan and Qingdao) as the study object, and the data was got by using the questionnaire survey. Questionnaires were sent out on site and by e-mail, and the data was collected by self-administered questionnaire approach. The questionnaires were filled out anonymously in order to prevent concealing true ideas. A total of 589 questionnaires were sent out, and 402 valid questionnaires were recovered. As for the measurement of different variables, this study depended on a series of existing mature scales. The reliability and validity of the questionnaire were tested by using exploratory factor analysis and confirmatory factor analysis. Then, we used hierarchical regression analysis method to test research hypotheses with control variables, independent variables, moderator variables, and the interaction term of independent variables and moderator variables being gradually added. The study has the following findings: first, differently from scholars generally thinking that on-the-job embeddedness′s three dimensions including link, fit and sacrifice on-the-job all have negative effect on staff′s flow intention, we find that only fit and sacrifice on-the-job have significantly negative effect on staff′s flow intention, and link on-the-job has not significant effect. Second, the recent researches on the relationship between off-the-job embeddedness and staff′s flow intention in China have produced inconsistent results, our empirical study shows that off-the-job embeddedness including link, fit and sacrifice off-the-job has significantly negative effect on staff′s flow intention in China. Third, work values significantly moderate the relationship between job embeddedness and staff′s flow intention; sacrifice both on-the-job and off-the-job have more negative effect on flow intention for staffs who possess higher level of implemental work values, and the relationship between fit on-the-job and flow intention is stronger for staffs who possess higher level of cognitive work values. Especially, the moderating effect of emotional work values has dual character, which is that link on-the-job has more negative effect on flow intention for staffs who possess higher level of emotional work values, while has more positive effect for staffs who possess lower level of emotional work values. Our study contributes to the formation mechanism literature of staff′s flow by answering whether and how staff′s flow intension is related to job embeddedness and work values. This study can also provide important enlightenment for our understanding of staff's retention.
关键词: 员工流动倾向;工作嵌入;工作价值观
Keywords: staff′s flow intention; job embeddedness; work values
基金项目: 教育部人文社科基金“BP神经网络视角下的高科技企业人才流失风险预警机制研究”;山东省优秀中青年科学家科研奖励基金“开放式创新网络中人才流动机理、路径与效应研究”;山东财经大学博士基金“高科技企业R&D员工流失风险研究”
发表期数: 2017年 第3期
中图分类号: 文献标识码: 文章编号:
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