摘要
目前,中国面临着劳动人口年龄结构更替的重大挑战。有效控制员工的离职率对于以低成本为立足点的制造业来说尤为重要。本文对中国某大型制造业公司的员工进行了问卷调查,结合员工的实际离职数据,从领导行为和员工代际两个层面上分析了制造业员工离职的影响因素。结果显示,仁慈领导能够降低员工的离职行为,并且仁慈领导对留任的积极作用对老一代员工更为有效。此外,当领导与员工同属一代人时,员工的离职率较低。代际不匹配对老一代领导带领下的新生代员工的离职影响最大。最后,本文为中国制造业管理者提供了建议与启示。
Both the structure of working-age population and the economic structure in China are now under important transformation. Thus,it is of vital importance to decrease the turnover in manufacturing firms. Based on real turnover data from a large manufacturing firm in China,the authors surveyed front-line employees,and studied factors influencing employees’ turnover from the perspectives of leadership and cohort fit between leaders and employees. Results show that benevolent leadership was negatively related to employees ’ turnover. In addition,the positive effect of benevolent leadership on retaining employees was stronger for the old generations. Furthermore,an employee was less likely to leave if he/she had a leader who was from the same cohort. The cohort mismatch effect was especially strong for employees of the young generation that were paired with leaders of the old generation. Finally,the current study provides both scholars and practitioners with practical suggestions on employee retention.
作者
杨时羽
任润
张占武
张一弛
Yang Shiyu;Ren Run;Zhang Zhanwu;Zhang Yichi(Gies College of Business,University of Illinois Urbana-Champion;Guanghua School of Management,Peking University;Henan Yuzhan Precision Technology Co.,Ltd)
出处
《经济科学》
CSSCI
北大核心
2021年第2期97-109,共13页
Economic Science
基金
国家自然科学基金面上项目数字经济时代首席营销官对营销战略和企业绩效的影响:基于中国的实证研究(项目编号:72072004)的资助。
关键词
离职
新生代员工
领导行为
代际匹配
turnover
young generation employee
leadership
cohort fit
