国内离职行为研究综述

March和Simon在1958年合著的(Organizations)中,从宏观的角度对雇员主动离职行为进行了研究,自此之后,学术界有了丰富的研究,并出现了大量非常有价值的研究结果。国内对员工离职行为的研究也较多,主要集中在离职意向影响因素和离职管理机制两方面。对离职影响因素的研究在验证国外研究结果的同时,主要针对特定行业的企业或特定员工类型来进行的。     

知识员工离职影响因素研究

21世纪,知识员工成为企业的核心资源,加强对其的管理和研究是当今的重点。知识员工的离职会给企业带来很大损失,对其进行研究有重要的实践意义和理论意义。本文从三个视角对知识员工离职影响因素进行了阐述。     

新疆民营企业领导风格与员工离职意向关系研究

随着西部大开发战略的实施,新疆民营企业的发展进入了快车道。尤其是自新疆工作座谈会以来更是进一步加快了新疆的发展和社会进步。但由于新疆民营企业自身也存在一些不可避免的问题,使得员工离职问题越来越凸显。因此,了解民营企业的员工离职意向并积极采取相应措施从而避免这种离职意向转化为离职行为是企业应该考虑的问题。国内外学者通过对员工离职意向的影响因素分析发现,企业的领导风格也会对员工离职意向产生影响。     

基于全程控制的员工主动离职对策分析

本文深入分析了主动离职形成的原因,指出离职会对企业造成的正面和负面影响。提出积极建立全面离职管理体系,通过前中后期的控制和跟踪控制,完善离职管理将员工离职带来的损失降到最低,充分发挥离职管理对企业增值作用。并在人才回流手段中提出了回聘激励制度,可以更有效的刺激人才回到企业。     

员工离职倾向影响因素研究进展

员工离职研究是组织行为学中一个重要的研究领域,研究表明,离职倾向是离职行为的直接前因变量,通过考察影响员工离职倾向的因素,能够很好地预测员工的离职行为。本文对员工离职倾向的影响因素的研究进展进行了综合分析,在诸多的研究成果中,影响员工离职倾向主要因素有员工个人因素、组织因素、环境因素。     

心理契约违背、劳资冲突与员工离职意向关系的实证研究：整合型组织文化的调节作用

基于社会交换和社会情境理论，文章构建了心理契约违背、劳资冲突和离职意向之间的关系模型。通过跨层次分析方法，探讨心理契约违背对员工离职意向可能产生的影响及其影响机制。分别收集了189份企业高管与1366份员工问卷数据。研究结果显示：心理契约违背是影响员工离职意向的重要的前因变量；劳资冲突的三个维度在心理契约违背和离职意向之间都起到中介作用，并且中介效应存在显著差异；组织文化对权利冲突、情感冲突与离职意向之间的关系都起到调节作用，但对利益冲突与离职意向之间的调节作用不显著。对转型经济条件下，员工的心理契约、劳资冲突管理以及企业文化建设具有借鉴意义。     

非工作因素对飞行员离职的影响

近年来,飞行员的离职问题日益得到社会的关注,已成为当今航空业界一个重要的研究课题.很长时间以来,大量的研究主要集中在组织层面,试图揭示飞行员离职的主要因素.但近年来这项研究有了新进展,一些研究工作者开始从非工作角度来进行综合分析.研究表明,员工工作家庭冲突与离职意向存在正相关关系.     

上海酒店员工满意度与离职意向影响因素实证研究

本研究在问卷调查基础上,采用因子分析、多元线性回归方程等方法揭示了影响酒店员工满意度及其离职意向的主要因素;研究结果有利于进一步丰富我国酒店员工管理研究理论体系,同时对提高我国酒店人力资源管理水平也具有较强的实践意义.     

心理契约违背与员工离职问题探讨

本文以深圳市的企业员工为调查对象，采用问卷的调查方式，对心理契约违背程度的个人属性差异和员工离职的心理契约违背原因进行了实证研究。研究结果表明，心理契约违背是导致员工离职的重要原因，其中企业的薪酬、晋升、培训和招聘承诺不能与员工的期望相匹配所产生的心理契约违背是导致员工离职的主要因素，而人际关系恶化对员工离职的影响并不大。     

员工工作满意度与离职意向的关系综述

本文对国内外学者对员工工作满意度及离职意向的研究进行归类总结,同时对企业中员工的工作满意度与离职意向的关系研究进行梳理,认为学者对员工满意度与离职意向之间的关系出现差异并基于前人的基础上提出本文的见解.     

知识型员工离职预警管理研究

以知识型员工离职过程分析为基础,根据设计的知识型员工离职预警模型,可以构建有效的离职预警管理系统,以有效地控制、防范知识型员工离职风险,从而促进企业又好又快地可持续发展。     

Firms’ performance following the initial resignation of independent directors: evidence from Taiwan

This study investigates the operating performance of firms listed on the Taiwan stock exchange following the initial resignation of independent directors. The results show that the firms’ operating performance following the resignation of these directors has not only deteriorated, but is also significantly below the industry average. In addition, firms with a relatively severe agency problem, including firms that have lower insider or institutional shareholdings, receive audit opinions other than unqualified opinions or change their auditors prior to the resignation of the independent directors, tend to perform more poorly following the resignation.     

媒体监督、声誉机制与独立董事辞职行为

以2006-2009年媒体负面报道过的公司为样本,本文研究了媒体监督对独立董事辞职行为的影响,并探讨了独立董事声誉机制在其中发挥的作用.本文发现,媒体负面报道量和独立董事的辞职概率显著正相关,而且影响力越大的媒体对独立董事辞职概率的影响越大.这说明媒体报道发挥了积极作用,特别是有影响力的媒体发挥了关键作用.在此基础上,本文还进一步证明,媒体报道之后,越重视自己声誉的独立董事辞职的概率越大,说明就独立董事这一群体而言,声誉机制可以发挥很好的治理作用.     

浅议学习型组织的构建及团队文化的塑造

建立学习型组织注重发现、选择、执行、推广、反馈及知识库和知识管理。建立具有可行性的学习体制,引导员工不断创新,倾注于团队文化塑造,防止“大轰隆”、“大追求”、“小内容”、“小制度”倾向,增强亲和力,激励个人发展。     

Brain drain: Inclination to stay abroad after studies

‘Brain drain’ is a phenomenon in which people of a high level of skills, qualifications, and competence, leave their countries and emigrate. One major case of the brain drain happens when students from developing countries studying in the developed countries decide not to return home after their studies. We examined the reasons for international students’ inclination to stay in their host countries in a sample of 949 management students who came to study in the United Kingdom and the United States. The results support a three-fold model of factors that influenced this inclination. Students’ perceptions of ethnic differences and labor markets, their adjustment process to the host country, and their family ties in host and home countries all affect their intention to stay.     

Peer reporting of unethical behavior: The influence of justice evaluations and social context factors

This field survey in a fast food restaurant setting tested the hypothesized influences of two social context variables (role responsibility and interests of group members) and justice evaluations (distributive, procedural, and retributive) on respondents' inclination to report theft and their theft reporting behavior. The results provided mixed support for the hypotheses. Inclination to report a peer for theft was associated with role responsibility, the interests of group members, and procedural justice perceptions. Actual reporting behavior was associated with the inclination to report and with retributive justice evaluations. Implications for future research and for management are discussed.Bart Victor is Associate Professor of Management in the Kenan Flagler School of Business at the University of North Carolina at Chapel Hill. He earned his Ph.D. in management. His research interests have focused on culture and climates in organizations and problems in organizational design.Linda Klebe Trevino is Assistant Professor of Organizational Behavior at the Mary Jean and Frank B. Smeal College of Business Administration, The Pennsylvania State University. She received her Ph.D. in management. Her research focuses on the management of ethical-unethical behavior in organizations and justice in disciplinary situations.Debra L. Shapiro is Associate Professor of Business Administration in the Kenan Flagler School of Business at the University of North Carolina at Chapel Hill. Her research regards managing conflict in organizations, via procedural justice, interactional justice, negotiation tactics, and grievance procedures.     

公司治理结构下的会计信息披露

会计信息披露与公司治理结构之间有积极的互动关系。从委托代理的博弈过程显示出经理倾向不充分披露会计信息。规范会计信息披露可以采取优化股权、完善独立董事制度、内部控制制度、建立约束激励机制和完善会计制度等加强社会监管的措施。     

Social changes in developing countries

Despite the unmistakable resignation that clearly marked the numerous résumés published at the end of the first development decade, there are signs that scientists are gradually veering round to a more positive attitude towards possibilities of a social change in the developing countries. This is due partly to the fact that more agrarlan reports are becoming available, but partly also to the unmistakable economic success of the so-called “green revolution”.     

The Hoede–Bakker Index Modified to the Shapley–Shubik and Holler–Packel Indices

We present some modifications of the Hoede–Bakker index defined in a social network in which players may influence each other. Due to influences of the other actors, the final decision of a player may be different from his original inclination. The modifications presented in the paper are defined for an arbitrary probability distribution over all inclination vectors. In particular, they concern the situation in which the inclination vectors may be not equally probable. Furthermore, by assuming special probability distributions over all inclination vectors, we construct modifications of the Hoede–Bakker index that coincide with the Shapley–Shubik index and with the Holler–Packel index, respectively. We present a practical example in which the concepts in question are applied to Dutch parties, and a theoretical example in which we show how the modifications can be calculated.     

Why do firms train? Empirical evidence on the relationship between training and technological and organizational change

We explore the relationship between training and innovation using key insights from the resource‐based approach, organizational learning and labour studies. By using data from 304 large enterprises in Italy, the study highlights a twofold role of training in favouring technological and organizational changes. First, training plays a role in allowing the acquisition and the assimilation of new knowledge. Consequently, firms in which the provision of training is part of a bundle of high‐performance management practices are more likely to undertake technological and organizational changes and to develop new competencies internally. Second, training supports firms in the assimilation of technological and organizational changes. Consequently, firms that undertake these changes exhibit a superior participation rate for employees and greater time intensity of their training programmes. Firms' inclination to develop new competencies internally does not affect, however, the intensity of training, thereby suggesting that organizational learning processes do not start by a broad involvement of employees in formalized training programmes.