ISSN 1671-3710
CN 11-4766/R
主办：中国科学院心理研究所
出版：科学出版社

心理科学进展 ›› 2015, Vol. 23 ›› Issue (2): 289-302.doi: 10.3724/SP.J.1042.2015.00289

• 研究前沿 • 上一篇    下一篇

无边界职涯背景下的离职：重回决策者中心

吴杲1;杨东涛2   

  1. (1南京理工大学经济管理学院, 南京 210094) (2南京大学商学院, 南京 210093)
  • 收稿日期:2013-10-28 出版日期:2015-02-14 发布日期:2015-02-14
  • 通讯作者: 杨东涛, E-mail: yangdt@nju.edu.cn
  • 基金资助:

    国家自然科学基金项目(项目编号：71372027, 71072024)和江苏省软科学研究计划项目(BR2013076)资助。

Turnover under the Background of Boundaryless Career: Refocus on Employees as Decision-makers

WU Gao1; YANG Dongtao2   

  1. (1 School of Economics and Management, Nanjing University of Science and Technology, Nanjing 210094, China) (2 School of Business, Nanjing University, Nanjing 210093, China)
  • Received:2013-10-28 Online:2015-02-14 Published:2015-02-14
  • Contact: YANG Dongtao, E-mail: yangdt@nju.edu.cn

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摘要：

离职曾被视作组织中的“问题”而受到学术界的重视。传统离职研究更关注通过改变员工的态度来减少离职, 进而降低离职对组织产生的负面影响, 具有鲜明的组织立场。然而离职的本质是员工个体的决策。无边界职业生涯背景下, 面对更加多样化的生涯选择, 员工在离职决策中的主体性更加凸显, 离职研究需要重回决策者中心, 重新聚焦决策者：(1)以决策者为中心探讨离职影响因素; (2)探讨决策者制定离职决策的内在过程; (3)关注员工离职的实际行为及后果。

关键词: 离职, 决策者, 无边界职业生涯, 进化搜索模型, 离职剖面

Abstract:

Turnover is a very important topic in management research. Taking the position of organization, most literature focused on how to reduce turnover by influencing employees’ attitude and thus minimize the negative impact on organizations. However, the nature of leaving an organization is an individual decision of employees. Therefore, under the background of boundaryless career, turnover research should shift its focus back to the employees as decision makers. This paper suggests: firstly, discussing the influential factors on turnover with a focus on the decision-maker; secondly, exploring the inner process of turnover decision-making; thirdly, paying more attention to the actual quitting behavior and the subsequent behavior.

Key words: turnover, decision-maker, boundaryless career, evolutionary search model, profiles in quitting