连带性集体离职的过程机理研究

There are rich theoretical research on employee turnover,which is an important organization phenomenon. However, most of the research focus on individual level, put less attention on group perspective. The existing collective turnover studies are lack of necessary cognition of the instruction,linkage and shared competency in collective decision-making process. Therefore, it is difficult to explain the internal mechanism of collective turnover effectively. Through subdividing the collective turnover into many types, our research choose the joint collective turnover as the study object, which refers to the following circumstances: after one opinion leader leave from his original organization, he keeps connection with his former co-workers, maintains the social interaction process, and finally forms a shared sense-making related to turnover, which may lead to the a situation that two and more former colleagues' resign toward the same destination. Based on the theory of collective turnover, turnover contagion, group faultline, social network , etc., this project takes the socail interract mechanism between the relevant subjects in the process of collective turnover as the breakthrough point. By analyzing the form and process of the social interaction between the first leaver and the original organization retention, we emphasize on depicting the process mechanism of the situation that the first turnover behavior causes subsequent turnover actions.Consequently, the research outputs will contribute to the collective turnover theory construction, organizational behavior theory innovation, and provide guidance for enterprises to deal with the collective turnover effectively.

雇员离职是一种重要的组织现象，已有丰富研究成果，但当前研究关注个体层面多而群体层面少。已有的集体离职研究对于离职事件背后的引导性、联动性和共享性的集体决策过程缺乏必要认识，因而难以有效地解释集体离职内在机制。本课题在细分集体离职丰富类型的基础上，选择以连带性集体离职为研究对象，并将其界定为- - 组织内部群体中有影响的员工，在率先离开组织后，仍以曾经工作同事身份与原同事保持群体联系，维持一定的社会互动过程，进而形成与离职相关的共同的意义建构，最终影响两个及两个以上原同事陆续发生同向离职的情景。本课题以集体离职、离职传染、群体断裂带、社会网络等理论为基础，以集体离职过程中相关主体的社会关联为切入点，通过对先动离职者与原组织留职者社会互动的形式与路径研究，着重刻画了先前离职行为引发后续离职行动的过程机理，从而为集体离职理论拓展及组织行为理论创新提供启示，为企业有效应对集体离职事件提供指导。

雇员离职作为一种重要的组织和人力资源管理现象，多年来始终受到关注。目前学术界更多关注在个体离职意愿和行为的驱动因素和发生过程，而对于群体层次的离职行为缺乏深入研究。已有研究仅倾向于从聚合层面界定集体离职的内涵，并对集体离职的触发因素、损益机制和绩效影响做相关探讨，仍未对集体离职现象产生的内在机理给予足够重视和更深层的挖掘。鉴于此，本研究项目组主要对连带性集体离职的概念内涵、主要特征、过程及其影响进行系统性探索，丰富和拓展了现有集体离职研究。. 本项目研究进展主要分为连带性集体离职的概念界定与理论基础、连带性集体离职过程研究、连带性集体离职影响研究等三个部分，相应内容包括：第一，项目组搜集并整理了大量离职的相关文献，构建了专门的离职文献库，定期对文献进行研读和梳理，理清连带性集体离职的概念内涵与理论基础；项目组搜集了大量集体离职的二手资料，对这些二手资料进行内容分析之后发现集体离职具有以下特征：存在先动离职者，群体组成上存在差异。第二，项目组在社会网络视角下使用多案例探索性分析法，对发生过集体离职事件的企业进行深度访谈，构建了集体离职过程中人际互动的动态机制框架。第三，连带性集体离职影响研究以起点中文网创始人集体离职事件作为“个体-群体-组织-产业”多重背景关联的立体案例，深入考察了集体离职事件的影响，并且考察了具备什么样特征的集体离职事件会带来更大的影响。. 本项目在理论上对连带性集体离职的概念和特征进行了深入剖析，澄清了对集体离职构念及其内涵的理解；借鉴社会网络理论，采用案例研究方法，打开了连带性集体离职过程的“黑箱”；在事件系统理论的指导下，将集体离职作为一种“事件”进行研究，进一步探索了集体离职的影响以及什么样的集体离职影响更大。本项目在实践上有助于组织提高对集体离职的重视，帮助组织对集体离职进行有效的干预管理。