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本文分析了IT企业员工继续承诺的形成机制。以489名IT企业员工为样本,利用结构等式模型研究了员工特征、选择机会、技能和知识的通用性以及对组织的投入对员工的继续承诺的影响,结果表明,男性较之于女性、是家庭主要经济来源的员工较之于不是家庭主要经济来源的员工表现出了更高的继续承诺;选择机会、技能和知识的通用性以及对组织的投入这三个变量对继续承诺都有显著的影响,这对企业人力资源管理实践具有很大指导意义和现实意义。
This article analyzes the formation of mechanisms for continuing commitment of IT employees. Taking 489 IT staffs as samples, this paper uses structural equality model to study the influence of employees ’characteristics, choices of opportunities, skills and knowledge universality and their commitment to employees’ continued commitment. The results show that compared with females, Employees, who were the main source of household income, showed higher continuing commitment than those who were not the main source of household economy; the three variables of choice of opportunity, skills and knowledge, and commitment to the organization were significant for continued commitment The impact of human resource management practices in enterprises has great guiding significance and practical significance.