青年无衔接离职意愿的影响因素分析——基于扎根理论的探索性调查

Analysis of Factors Influencing Young People’s Willingness to Engage in Naked Resignation—An Exploratory Study Based on Grounded Theory

摘要: 青年无衔接离职意愿作为无衔接离职行为的前因变量，针对其进行影响因素研究有助于更好了解青年无衔接离职的现象。本文采用扎根理论的方法，基于S-O-R理论模型将青年无衔接离职意愿的影响因素分为人际、资源、制度等外部刺激因素，以及未来风险感知、自我效能感知等个体认知因素，由此将青年员工产生无衔接离职意愿归因于五个方面：人际冲突、资源欠缺、制度失范、消极预期以及负面自我感知。据此，提出构建外部支持体系与提升个体效能感知的问题解决策略。

Abstract: As an antecedent variable to the act of naked resignation, research on the factors influencing young people’s willingness to engage in naked resignation contributes to a deeper understanding of this phenomenon. Adopting a grounded theory approach and based on the Stimulus-Organism-Response (S-O-R) theoretical model, this study categorizes influencing factors into external stimuli (interpersonal, resource-related, and institutional factors) and individual cognitive factors (perceived future risk and self-efficacy perception). Consequently, young employees’ willingness for naked resignation is attributed to five dimensions: interpersonal conflict, resource deficiency, institutional anomie, pessimistic expectations, and negative self-perception. Accordingly, problem-solving strategies are proposed, emphasizing the construction of external support systems and the enhancement of individual efficacy perception.