銷售人員個(gè)人 組織匹配、組織支持感與離職傾向關(guān)系的實(shí)證研究

碩 士 學(xué) 位 論 文THESIS OF MASTER DEGREE銷售人員個(gè)人-組織匹配、組織支持感論文題目： 與離職傾向關(guān)系的實(shí)證研究作 者： 指導(dǎo)教師： 中國(guó)人民大學(xué)碩 士 學(xué) 位 論 文銷售人員個(gè)人-組織匹配、組織支持感（中文題目） 與離職傾向關(guān)系的實(shí)證研究The relationships among person-organization fit, organizational support and turnover intention of sales people（英文題目）資 格 卡 號(hào) ： 作 者 姓 名 ： 所 在 學(xué) 院 ： 專 業(yè) 名 稱 ： 導(dǎo) 師 姓 名 ： 論文主題詞： （3-5 個(gè)） 論文提交日期： 獨(dú) 創(chuàng) 性 聲 明本人鄭重聲明：所呈交的論文是我個(gè)人在導(dǎo)師指導(dǎo)下進(jìn)行的研究工作及取得的研究成果。盡我所知，除了文中特別加以標(biāo)注和致謝的地方外，論文中不包含其他人已經(jīng)發(fā)表或撰寫的研究成果，也不包含為獲得中國(guó)人民大學(xué)或其他教育機(jī)構(gòu)的學(xué)位或證書所使用過(guò)的材料。與我一同工作的同志對(duì)本研究所做的任何貢獻(xiàn)均已在論文中作了明確的說(shuō)明并表示了謝意。論文作者（簽名）： 日期： 關(guān)于論文使用授權(quán)的說(shuō)明本人完全了解中國(guó)人民大學(xué)有關(guān)保留、使用學(xué)位論文的規(guī)定，即：學(xué)校有權(quán)保留送交論文的復(fù)印件，允許論文被查閱和借閱；學(xué)?？梢怨颊撐牡娜炕虿糠謨?nèi)容，可以采用影印、縮印或其他復(fù)制手段保存論文。論文作者（簽名）： 日期： 指導(dǎo)教師（簽名）： 日期： 摘 要眾所周知，在二十一世紀(jì)，人才是最寶貴的資源，人力資源一直是企業(yè)發(fā)展和壯大的最核心資源，而市場(chǎng)營(yíng)銷的人員作為企業(yè)產(chǎn)值的重要和最直接創(chuàng)造者，他們的引入和長(zhǎng)期保留工作一直是企業(yè)人事管理工作的核心工作。而現(xiàn)實(shí)中，市場(chǎng)營(yíng)銷人員的離職比率一直非常高，特別是對(duì)于中小企業(yè)來(lái)講，市場(chǎng)營(yíng)銷人員居高的離職率現(xiàn)狀，給企業(yè)的的發(fā)展和甚至于生存都帶來(lái)一定的困難。如何解決市場(chǎng)營(yíng)銷員工的高離職率問(wèn)題，一直是學(xué)術(shù)界和企業(yè)界關(guān)心和重視的問(wèn)題，也產(chǎn)生了很多相關(guān)研究成果。企業(yè)如果想要達(dá)到應(yīng)對(duì)市場(chǎng)變化和市場(chǎng)競(jìng)爭(zhēng)的能力和靈活性，從管理角度來(lái)說(shuō)，最重要的一點(diǎn)就是找到合適的人加入到企業(yè)中來(lái)，何為合適的人，我們認(rèn)為個(gè)人性格特征、能力及價(jià)值觀與企業(yè)的要求相匹配，就是企業(yè)所需要的人，這就屬于個(gè)人與組織匹配的范疇，因此，我們可以這樣說(shuō)，對(duì)于個(gè)人和組織的匹配性進(jìn)行研究和應(yīng)用，對(duì)豐富目前企業(yè)的管理實(shí)踐具有重要的理論重要意義和實(shí)踐價(jià)值。此外，Eisenberger 等（1986）給出了組織支持感的涵義組織支持是員工的一種感覺(jué)和看法，這種感知和看法就是指組織如何對(duì)待他們的貢獻(xiàn)和如何重視他們利益的總體反映。同時(shí)他們用 POS 來(lái)代表個(gè)人體會(huì)到的組織對(duì)自己的承諾，一旦員工感受到組織對(duì)自己的重視和承諾，那么他們就會(huì)非常努力的為組織做出貢獻(xiàn)。對(duì)于組織成員離職這個(gè)問(wèn)題，Mobley 等(1978)的觀點(diǎn)離職的傾向、離職的念頭表明組織成員對(duì)當(dāng)前組織環(huán)境或者工作情況不滿意，同時(shí)與找到其他工作的可能性之綜合體現(xiàn)。國(guó)內(nèi)外關(guān)于離職傾向與組織支持感、個(gè)人- 組織匹配兩兩之間的關(guān)系研究比較多，也比較成熟，但是在組織支持感、個(gè)人與組織匹配和離職傾向三者之間關(guān)系的研究卻并不多。另外，大多數(shù)研究者都是對(duì)于某一個(gè)行業(yè)或者是某個(gè)特定群體所做的研究，其得出的結(jié)論相對(duì)來(lái)說(shuō)比較片面，不具有普適性，另外對(duì)于個(gè)人-組織匹配與組織支持感之間的關(guān)系研究也比較缺少?；诖?，本文通過(guò)對(duì) 152 名辦公家具行業(yè)的市場(chǎng)銷售人員進(jìn)行調(diào)查問(wèn)卷研究，從個(gè)人與組織的匹配性角度出發(fā)，同時(shí)考慮組織支持感的影響，對(duì)造成員工離職的原因做實(shí)證的探討和發(fā)現(xiàn)。本次論文試圖探尋出個(gè)人 組織匹配、員工離職傾向及組織支持感與之間的關(guān)系，另外關(guān)于組織支持感在由于個(gè)人與組織匹配性問(wèn)題而造成的離職傾向中所占到的中介作用是否明顯，本論文采用軟件 SPSS19.0 對(duì)問(wèn)卷數(shù)據(jù)進(jìn)行分析，例如我們進(jìn)行了單因素分析、方差分析、相關(guān)分析、回歸分析，經(jīng)過(guò)實(shí)證的分析，我們得到了下面的結(jié)論：1、個(gè)人-組織匹配量表、組織支持感量表及離職傾向量表的信度分別是 0.78、0.938、0.878 ，信度達(dá)標(biāo)，說(shuō)明每個(gè)量表的內(nèi)部一致性程度很好。2、組織支持感與離職傾向負(fù)向相關(guān)，相關(guān)系數(shù)為-.487。3、個(gè)人-組織匹配與離職傾向負(fù)向相關(guān)，相關(guān)系數(shù)為-.554。4、個(gè)人-組織匹配與組織支持感正向相關(guān)，相關(guān)系數(shù).6055、組織支持感在個(gè)人-組織匹配和離職意向中起部分中介作用。個(gè)人-組織匹配與離職意向的路徑系數(shù) c=0.435，個(gè)人-組織匹配與組織支持感的路徑系數(shù) a=0.589，組織支持感與離職意向的路徑系數(shù) b=-0.224，存在部分中介效應(yīng)。論文在后面得出了本次研究的結(jié)論，同時(shí)也針對(duì)結(jié)論的問(wèn)題給出了有針對(duì)性的改進(jìn)辦法和措施。論文在通過(guò)實(shí)證分析的基礎(chǔ)上，根據(jù)論文所得出的研究結(jié)果，結(jié)合工作實(shí)踐，關(guān)于如何使銷售人員流失率得到控制的問(wèn)題，給出了具體的改進(jìn)措施及技巧。同時(shí)在論文的最后，指出了本次研究的不足和存在的局限性以及今后的研究展望。研究的局限性：1. 由于選擇的行業(yè)資源有限，所收集的調(diào)查問(wèn)卷數(shù)量有限，只有 152 份有效問(wèn)卷，就總體而言，樣本的數(shù)量不充足，有可能使研究結(jié)論存在偏差；2. 另外員工的離職傾向受很多因素的影響，例如員工的個(gè)性特點(diǎn)、上班和下班的路程遠(yuǎn)近、家庭的條件、家里人的配合和支持情況以及員工和領(lǐng)導(dǎo)的上下級(jí)之間的關(guān)系等因素，這些都還沒(méi)能進(jìn)入到研究的因素中來(lái)，導(dǎo)致研究的結(jié)論可能存在欠缺，需要作出更深入的分析和探討。結(jié)合研究的不足，我們可以對(duì)本研究做如下展望：（1） 在今后的實(shí)證分析研究過(guò)程中，應(yīng)該增加調(diào)查研究的對(duì)象和范圍，最大努力獲得更充足的研究樣本，這樣我們才能得出更加科學(xué)和嚴(yán)肅的實(shí)證分析研究的結(jié)論。（2） 加入更多的研究變量，比如可以把上下級(jí)領(lǐng)導(dǎo)關(guān)系作為另一個(gè)中介變量進(jìn)行深入探討。在目前市場(chǎng)經(jīng)濟(jì)條件下，我們發(fā)現(xiàn)組織的員工關(guān)系管理問(wèn)題，員工離開(kāi)組織的行為不僅僅是因?yàn)閱T工本人與組織匹配性或者組織支持感的因素，還有一個(gè)不可忽視的重要因素就是上下級(jí)領(lǐng)導(dǎo)的關(guān)系，特別是對(duì)于 90后這個(gè)非常有個(gè)性的群體來(lái)說(shuō)，刻板的、嚴(yán)厲的、專制的、命令式的上級(jí)領(lǐng)導(dǎo)無(wú)法使他們獲得工作過(guò)程中的樂(lè)趣和愉悅，甚至感覺(jué)無(wú)法發(fā)揮自己的特長(zhǎng)和能力，其結(jié)果是，及時(shí)對(duì)企業(yè)其他方面都很滿意，但是這樣的上下級(jí)關(guān)系也會(huì)造成他們的離職；（3） 為了對(duì)員工離職傾向加深了解，在今后的研究中，建議加入員工的性格特征、上下班花費(fèi)時(shí)間、家人對(duì)工作的支持力度等因素，這些因素在目前社會(huì)現(xiàn)實(shí)環(huán)境下員工離職理由中所占比例在不斷增加；（4） 目前隨著社會(huì)的進(jìn)步和科技日新月異，我們的工作和社交、生活的方式，還有企業(yè)的運(yùn)作規(guī)律和模式都同樣隨著社會(huì)的變革而不斷發(fā)生創(chuàng)新和改變，同樣的，做社會(huì)研究的方式、出發(fā)點(diǎn)和立足點(diǎn)也必須跟隨隨著社會(huì)的改變而不斷進(jìn)行創(chuàng)新和改變，否則，只能是被社會(huì)淘汰的結(jié)局。關(guān)鍵詞：銷售人員，個(gè)人-組織匹配，組織支持感，離職傾向AbstractAs is known to all, the 21st century, talent is the most precious resource, human resource has been the enterprise development and expansion of core resources, and sales staff as enterprise value directly and prime creator, its has been the enterprise human resources recruitment and retention of management priority. And reality, the sales staff turnover rate has been high, specially for diminutive and medium private company, the marketer staff of high turnover rate, the serious influence to the survival and development of the enterprise. How to solve the problem of enterprise sales personnel of high turnover rate, has been the business community and academia concern and attention topic, also produced a lot of relevant research results.Organization to get both can flexible to cope with change and competition, and the organization has high loyalty of employees, one of the key is to realize the matching of individuals and organizations. Personal - organization matching theory research is of great significance to enterprises management practice and value. In addition, Eisenberger, etc (1986) first put forward the concept of perceived organizational support, they define it as: the so-called sense of organizational support refers to the employees contribution to the organization how to view them and care for the interests of a kind of perception and opinion. They said with perceived organizational support organization commitment to their employees feel, if employees feel for their care and commitment, then they will be more hard working for the organization. To the problem of departure Mobley, etc (1978) argue that turnover intention is left that job dissatisfaction, thought, looking for other work tend to find other work the integrated performance of possibility. At home and abroad for the study of perceived organizational support and turnover intention is relatively deep and mature, the study of individual - organization matching, and personal - matching, study of relationship between perceived organizational support and turnover intention is very little, and the researchers have not reached a consensus on the research conclusion. In addition, most researchers are based on an industry or a group of individuals - organization matching and its various dimensions have significant ,The negative prediction, are relatively one-sided, at the same time for individual - organization matching little study about the relationship between perceived organizational support.This article selects 152 office furniture industry sales staff as the research object, from the perspective of individual - organization matching, combined with the perceived organizational support, employee turnover factors to do empirical research and analysis. Personal - trying to find matching and perceived organizational support for the influence of employee turnover intention, and perceived organizational support in matching problem due to personal - organization mediation role of turnover intention is significant, by using SPSS19.0 software to single factor analysis of questionnaire data, analysis of variance, correlation analysis, regression analysis, through the analysis, we get the following data:(1) personal - organization matching scale, perceived organizational support scale and turnover intention scale crowns Bach alpha coefficients were 0.78, 0.938, 0.878, shows that the reliability is high, show that the scale has a good degree of internal consistency.(2) perceived organizational support and turnover intention negative correlation, the correlation coefficient for - 487.(3) personal - matching and turnover intention negative correlation, the correlation coefficient for - 554.(4) and personal - fit and organizational support are positively related, the correlation coefficient. 605(5) and perceived organizational support on personal - fit and quit intention partial intermediary role. Personal - matching and quit intention of path coefficient c = 0.435, personal - the path coefficient of organizational matching and perceived organizational support a = 0.589, perceived organizational support and turnover intention of path coefficient b = 0.224, there are some intermediary effect.Finally it is concluded that the conclusion of this study, at the same time, puts forward the corresponding improvement measures. In this paper, on the basis of empirical research, combined with the research conclusion of this paper to control the sales staff loss corresponding response and measures are put forward. At the end of this article points out the limitation of research and the prospect of further research.The limitation of the study:1. Due to limited resources, choice of industry collected questionnaire quantity is limited, only 152 valid questionnaires, overall, the number of samples is not enough, could lead to a biased research conclusion defects;2. Turnover intention is influenced by many factors, such as personality traits, commutes, family environment, family support, leadership relations between higher and lower, and so on, these are not added to the study, the imperfection of the research, remains to be further in-depth analysis.This study combined with the shortage of the research, we can do the following prospects:1. The empirical study in the future, further expanding the scope of the investigation and study, obtain more sample, so we can get more careful analysis of the empirical study conclusion, validate the rationality of the theoretical model in this paper, the conclusion and applicability.2. Add more research variables, such as the leadership relations between higher and lower as another intermediary variable for research. In the current enterprise employee relationship management, we found that in addition to the individual employee turnover - the organization fit and perceived organizational support, is another important factor to be reckoned with in the leadership, the relationship between higher and lower especially for this very individualizing group after 90, rigid, strict, authoritarian, authoritative leader cannot make them fun and pleasure in the pr