华东经济管理
華東經濟管理
화동경제관리
EAST CHINA ECONOMIC MANAGEMENT
2015年
7期
85-91
,共7页
新生代农民工%组织公平%工作满意度%留职意向
新生代農民工%組織公平%工作滿意度%留職意嚮
신생대농민공%조직공평%공작만의도%류직의향
new-generation migrant workers%organizational justice%job satisfaction%intention to stay
现有资料表明，与城市工在薪资福利、培训机会、晋升空间等方面的差异降低了新生代农民工的留职意向，也给产业转型升级的持续推进带来一定阻力。文章基于社会交换理论，在深度访谈和问卷调查的基础上，发现：组织公平与新生代农民工的工作满意度和留职意向显著正相关；工作满意度完全中介新生代农民工的互动公平、程序公平与其留职意向的关系；工作满意度部分中介分配公平与留职意向的关系。在此基础上对所得结论的管理实践意义进行了探讨。
現有資料錶明，與城市工在薪資福利、培訓機會、晉升空間等方麵的差異降低瞭新生代農民工的留職意嚮，也給產業轉型升級的持續推進帶來一定阻力。文章基于社會交換理論，在深度訪談和問捲調查的基礎上，髮現：組織公平與新生代農民工的工作滿意度和留職意嚮顯著正相關；工作滿意度完全中介新生代農民工的互動公平、程序公平與其留職意嚮的關繫；工作滿意度部分中介分配公平與留職意嚮的關繫。在此基礎上對所得結論的管理實踐意義進行瞭探討。
현유자료표명，여성시공재신자복리、배훈궤회、진승공간등방면적차이강저료신생대농민공적류직의향，야급산업전형승급적지속추진대래일정조력。문장기우사회교환이론，재심도방담화문권조사적기출상，발현：조직공평여신생대농민공적공작만의도화류직의향현저정상관；공작만의도완전중개신생대농민공적호동공평、정서공평여기류직의향적관계；공작만의도부분중개분배공평여류직의향적관계。재차기출상대소득결론적관리실천의의진행료탐토。
The existing studies indicate that most new-generation migrant workers generally feel the discrimination in salary and welfare,training opportunity,promotion space and so on in enterprises,which not only leads them to leave,but also brings certain resistance in the process of the industry transformation and upgrading. Based on the social exchange theory,in-depth interviews and questionnaire survey,the paper verifies the followings:Perceived organizational justice of new-genera?tion migrant workers is significantly positively correlated with job satisfaction and intention to stay;Job satisfaction fully me?diates the relationship between interactive justice,procedural justice and intention to stay;Job satisfaction partly mediates the relationship between distributive justice and intention to stay. Based on the conclusions,the paper also discusses their management implications.
