随着我国制造业产业升级的不断推进，生产方式变革和产品升级对制造企业 提出了更高的要求。当前，充分重视和利用一线产业工人来助力制造业产业升级 已成为制造企业当务之急。一线制造业产业工人工作内容与工作方式不断变化， 对产业工人胜任力的要求日益提升，而与此并不适应的是一线工人居高不下的离 职率。当前制造业产业工人存在一定的“供需矛盾”问题，产业工人的职业认同 是其就业能力的重要体现，同时，职业认同也反映了其对“制造业产业工人”这 一职业角色重要性的判断，是对自身职业的一种肯定性评价。因此，为解决制造 企业“用工荒”问题，本研究引入制造业产业工人职业认同，探讨职业认同程度 对产业工人离职倾向的影响作用；并从产业工人心理视角出发，构建认知—态度 —行为逻辑链条，考察产业工人工作幸福感在其职业认同与离职倾向关系中可能 存在的中介作用；另外，考虑到中国组织情境中特殊的关系文化，根据社会交换 理论，将员工导向型和结果导向型两种不同的组织文化引入模型，考察了其对产 业工人的职业认同与离职倾向间关系的调节作用。 采用问卷调查法，对来自全国的一线制造业产业工人进行调查，获得420 份数据，借助 SPSS、AMOS等数据分析软件对数据进行信效度检验，并运用相 关分析、回归分析等方法对假设进行检验。结果发现：（1）制造业产业工人职 业认同能显著负向预测员工离职倾向；（2）工作幸福感在产业工人职业认同负 向影响产业工人离职倾向的过程中起着完全中介的作用；（3）员工导向的组织 文化负向预测产业工人离职倾向，且正向调节产业工人职业认同与离职倾向的负 相关关系，即在高水平员工导向的组织文化氛围下，职业认同不足导致产业工人 产生的离职倾向将被削弱。另外，结果导向的组织文化对产业工人职业认同与离 职倾向的调节作用并不显著。最后，对研究结果进行了讨论和解释，并就降低制 造业产业工人离职倾向问题，分别从制造业产业工人主体、制造企业和政府角度 提出了管理对策。 本研究是将职业认同相关研究集中于制造业产业工人群体的一次创新，研究 结果丰富了职业认同相关理论、社会交换理论和离职倾向相关理论的研究，并为 管理实践中制造企业用工“供需矛盾”问题提供一条有益的解决对策。 关键词：产业工人，职业认同，离职倾向，工作幸福感，组织文化 制造业产业工人职业认同与离职倾向的关系研究 II ABSTRACT With the continuous promotion of manufacturing industry upgrading in China, the transformation of production mode and product upgrading put forward higher requirements for manufacturing enterprises. At present, it is urgent for manufacturing enterprises to give full attention to and make use of the workers in first-line to help the upgrading of manufacturing industries. Contrary to the changing content and mode first-line manufacturing workers and the increasing demand for their competence, the turnover rate of first-line workers is high. At present, there is a certain problem of "contradiction between supply and demand" in manufacturing industry workers, and the professional identity of industrial workers is an important embodiment of their employability. At the same time, the professional identity also reflects their judgment on the importance of the role of "manufacturing industry workers ", which is a positive evaluation of their own occupation. Therefore, in order to solve the problem of "labor shortage" in manufacturing enterprises, this study introduces the professional identity of manufacturing industry workers, discussing the influence of the professional identity on the turnover tendency of industrial workers, and constructs a cognitive-attitude-behavioral logical chain from the perspective of psychological of industrial workers to investigate the possible intermediary role of industrial workers' job-related well-being in the relationship between their professional identity and turnover tendency.In addition, considering the special culture in China's organizational situation, according to the theory of social exchange, two different organizational cultures, employee-oriented and result-oriented, are introduced into the model, and their regulatory role on the relationship between professional identity and turnover tendency of industrial workers. By using the questionnaire survey method, the industrial workers from all over the country were investigated ,420 data were obtained, and the data were tested and aggregated with the help of data analysis software such as SPSS、AMOS, and the hypothesis was tested by means of regression analysis.The results show that :(1) the professional identity of manufacturing workers could negatively predict the turnover 江苏大学硕士学位论文 III tendency of employees ;(2)job-related well-being plays a role of complete intermediary in the process of negative influence of industrial workers' turnover tendency ;(3)the employee-oriented organizational culture negatively predicts the turnover tendency of industrial workers, and positively regulates the negative correlation between professional identity and turnover tendency of industrial workers, that is, under the high level employee-oriented organizational culture relationship, the turnover tendency generated by professional identity stimulating industrial workers will be weakened. In addition, the effect of result-oriented organizational culture on the adjustment of professional identity and turnover tendency of industrial workers is not significant. Finally, the research results are discussed and explained, and the management countermeasures are put forward to reduce the turnover tendency of the workers in the manufacturing industry from the perspective of the workers in the manufacturing industry, the manufacturing enterprises and the government. This study is an innovation that focuses the relevant research on professional identity on the group of workers in the manufacturing industry. the results of the study enrich the theories of professional identity, social exchange and the related theory of turnover tendency, and provide a useful solution to the problem of "supply and demand contradiction" in the management practice of manufacturing enterprises. Key words: Industrial workers, Professional identity, Turnover intention, Job-related well-being, Organizational culture 制造业产业工人职业认同与离职倾向的关系研究 IV 目 录 摘要 ............................................................................................................................. I ABSTRACT ................................................................................................................. II 第1章 绪论 ................................................................................................................. 1 1.1 研究背景.......................................................................................................... 1 1.2 研究目的与意义.............................................................................................. 2 1.2.1 研究目的................................................................................................ 2 1.2.2 研究意义................................................................................................ 3 1.3 国内外研究现状.............................................................................................. 4 1.3.1 制造业产业工人职业认同研究综述.................................................... 4 1.3.2 离职倾向研究综述................................................................................ 7 1.3.3 工作幸福感研究综述............................................................................ 8 1.3.4 组织文化研究综述.............................................................................. 10 1.3.5 研究述评.............................................................................................. 13 1.4 研究内容与方法............................................................................................ 14 1.4.1 研究内容.............................................................................................. 14 1.4.2 研究方法.............................................................................................. 15 1.5 研究思路与技术路线.................................................................................... 15 1.5.1 研究思路.............................................................................................. 15 1.5.