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员工身份差异与组织吸引力及其自愿离职倾向的关系研究(四)
2013年01月29日 14:33 来源:《软科学》2012年第3期 作者:雷宏振 车晓娜 字号
2013年01月29日 14:33
来源:《软科学》2012年第3期 作者:雷宏振 车晓娜

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作者简介:

  [4]杨智勤。组织吸引力结构维度测量及其对企业人才战略的启示[J].科技管理研究,2010(6):170-192.

  [5]Scott highhouse, Filip lievens, Evan F Sinar. Measuring Attraction to Organizations[J]. Educational and Psychological Measurement, 2003, 63: 986-1001.

  [6]Tracey L Honeycutt, Benson Rosen. Family Friendly Human Resource Policies, Salary Levels, and Salient Identity as Predictors of Organizational Attraction [J]. Journal of Vocational Behavior, 1997, 50: 271-290.

  [7]Fillip Lievens, Scott Highhouse. The Relation of Instrumental and Symbolic Attributes to a Company's Attractiveness as an Employer [J]. Personnel Psychology, 2003, 56: 75-102.

  [8]Edgar E Kausel, Jerel E Slaughter. Narrow Personality Traits and Organizational Attraction: Evidence for the Complementary Hypothesis[J]. Organizational Behavior and Human Decision Processe, 2010, 2: 1-12.

  [9]Collins C J, Stevens C K. The Relationship between Early Recruitment Activities and the Application Decisions of New Labor Market Entrants: A Brand Equity Approach to Recruitment [J]. Applied Psychology, 2002, 87: 1121-1133.

  [10]Scott Highhouse, Erin E Thornbury, Ian S Little. Social- identity Functions of Attraction to Organizations [J]. Organizational Behavior and Human Decision Processe, 2007, 103: 134-146.

  [11]龙凤。工作嵌入与员工自愿离职研究探析[J].管理观察,2008.10:73-74.

  [12]胡秀元。工作嵌入与员工自愿离职研究[J]研究与探析,2008,8:50-51.

  [13]梁小威,廖建桥,曾庆海。基于工作嵌入核心员工组织绩效—自愿离职研究模型的拓展与检验[J].管理世界,2005(7):106-115.

  [14]王青。员工自愿离职影响因素的分析及对策[J].管理论坛,2004(10):41-42.

  [15]朱青。员工自愿离职的原因及对策[J].现代企业,2006(3):26-27.

  [16]刘智强,廖建桥,李震。员工自愿离职倾向关键性影响因素分析[J].管理工程学报。2006,04(20):142-145.

  [17]蒲晓芳,王磊。企业员工自愿离职的原因、影响及对策[J].现代企业2007(3):54-55.

  [18]雷万里,李文江。对员工自愿离职的多角度审视[J].现代经济探讨,2002(10):17-31.

  [19]张再生,李建波。科技人才薪酬“金字塔”设计——基于天津科技人才薪酬状况的实证分析[J].东北大学学报(社会科学版),2009,09(11)5:418-422.

  [20]杨智勤。组织吸引力在员工间的差异分析及其启示[J].现代管理科学,2010(1):54-87.

  [21]Jos Lemmink, Annelien Schuijf, Sandra Streukens. The Role of Corporate Image and Company Employment Image in Explaining Application Intentions[J]. Journal of Economic Psychology, 2003, 24: 1-15.

  [22]Fillip Lievens. Employer Branding in the Belgian Army: The Importance of Instrumental and Symbolic Beliefs for Potential Applicants, Actual Applicants, and Military Employees [J]. Human Resource Management, 2007, 46: 51-69.

  [23]Sabrina Helm. Employee's Awareness of Their Impact on Corporate Reputation [J]. Journal of Business Research, 2010, 10: 3-7.

  [24]Daniel B, Turban, Monica L Forret, Cheryl L Hendrickson. Applicant Attraction to Firms: Influences of Organization Reputation, Job and Organizational Attributes, and Recruiter Behaviors [J]. Journal of Vocational Behavior, 1998, 52: 24 - 44.

  [25]David G Allena, Raj V Mahtob, Robert F Otondoc. Web - basedRecruitment: Effects of Information, Organizational Brand, and Attitudes Toward a Web Site on Applicant Attraction [J]. Journey of Applied Psychology, 2007, 92: 1696-1708.

  [26]张娜,窦胜功。高科技企业中的人才激励[J].东北大学学报(社会科学版),2002,1(4)1:41-43.  

  (作者单位:陕西师范大学国际商学院)

责任编辑:晓雁 

作者简介

姓名:雷宏振 车晓娜 工作单位:

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