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心理学报  2017, Vol. 49 Issue (12): 1570-1580    DOI: 10.3724/SP.J.1041.2017.01570
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 组织支持一致性与新生代员工离职意愿: 员工幸福感的中介作用
 程 垦1;  林英晖2
 (1同济大学经济与管理学院, 上海 200092) (2上海大学管理学院, 上海 200444)
 Congruence in organizational support and new generation employees’ turnover intention: The mediating role of employee well-being
 CHENG Ken1; LIN Yinghui2
 (1 School of Economics and Management, Tongji University, Shanghai 200092, China) (2 School of Management, Shanghai University, Shanghai 200444, China)
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摘要  基于心理契约理论, 探讨雇佣前后的组织支持一致性对新生代员工离职意愿的影响以及员工幸福感的中介作用。采用多项式回归与响应面分析技术, 对多时点收集的258名新生代员工数据进行检验。结果表明:(1)相较于“低预期−低感知”组织支持一致, 在“高预期−高感知”组织支持一致的情况下, 新生代员工的离职意愿更低; (2)相较于“高预期−低感知”组织支持不一致, 在“低预期−高感知”组织支持不一致的情况下, 新生代员工的离职意愿更低; (3)总体而言, 预期组织支持与感知组织支持越一致, 新生代员工的离职意愿越低; (4)员工幸福感在组织支持一致性与新生代员工离职意愿之间起部分中介作用。
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程垦
林英晖
关键词 感知组织支持 预期组织支持 新生代员工 离职意愿 员工幸福感    
Abstract: Although abundant studies have demonstrated the effectiveness of organizational support in reducing employees’ turnover intention, some research gaps have not been fully addressed. Firstly, most of studies focused on perceived organizational support (POS) and ignored the impact of anticipated organizational support (AOS) on the formation of employees’ turnover intention. Secondly, previous studies mainly explored the mediating effect of work-related variables while little attention has been placed on the non-work aspects. Thirdly, when measuring employees’ turnover intention, very few studies considered the generational difference and focused on new generation employees. To narrow these gaps, this study aimed to examine the impact of the congruence between pre-entry and post-entry organizational support on new generation employees’ turnover intention and the mediating role of employee well-being (EWB) on this relation. Data were obtained in a three-wave questionnaire survey from two kinds of participants, namely fresh graduates and job hunters born in 1980s and 1990s. At Time 1, 408 participants were asked to rate their AOS before they joined in the organizations. After two to six months, at Time 2, 356 participants from Time 1 survey who had become formal staffs of the organizations were invited to rate their POS and EWB. After another two months, at Time 3, 293 participants who attended both Time-1 and Time-2 surveys were required to rate their turnover intention. The final valid sample consisted of 258 participants. Confirmatory factor analysis, polynomial regression with response surface analysis, and bootstrapping technique were conducted to test the research hypotheses. In line with theoretical arguments, empirical results showed that: (1) In the case of the congruence between pre-entry and post-entry organizational support, new generation employees’ turnover intention was lower when both AOS and POS were at low levels than when they were at high levels; (2) for those with pre-entry and post-entry incongruence in organizational support, new generation employees’ turnover intention would be lower when “AOS was lower than POS” than “when AOS was higher than POS”; (3) in general, the higher the congruence between pre-entry and post-entry organizational support was, the lower new generation employees’ turnover intention would be; (4) EWB partially mediated the impact of the congruence between pre-entry and post-entry organizational support on new generation employees’ turnover intention. This study contributes to the literature in three aspects. Firstly, this study focused on the combined impact of AOS and POS on turnover intention, extending the research on the relationship between organizational support and turnover intention. Secondly, this study examined the importance of EWB, highlighting it mediating role between organizational support and turnover intention. Thirdly, this study explored the new generation employees’ turnover intention, helping our better understanding of the real needs of the main force at workplace. Managerial implications, research limitations and suggestions for future studies are also discussed.
Key wordsperceived organizational support    anticipated organizational support    new generation employee    turnover intention    employee well-being
收稿日期: 2017-01-11      出版日期: 2017-10-25
ZTFLH:     
  B849:C93  
基金资助: 上海市社科规划项目(2017BGL001)资助。
通讯作者: 程垦, E-mail: chengken1992@126.com   
引用本文:   
程垦, 林英晖.  组织支持一致性与新生代员工离职意愿: 员工幸福感的中介作用[J]. 心理学报, 2017, 49(12): 1570-1580.
CHENG Ken, LIN Yinghui.  Congruence in organizational support and new generation employees’ turnover intention: The mediating role of employee well-being. Acta Psychologica Sinica, 2017, 49(12): 1570-1580.
链接本文:  
http://journal.psych.ac.cn/xlxb/CN/10.3724/SP.J.1041.2017.01570      或      http://journal.psych.ac.cn/xlxb/CN/Y2017/V49/I12/1570
[1] 郑晓明; 刘鑫. 互动公平对员工幸福感的影响:心理授权的中介作用与权力距离的调节作用[J]. 心理学报, 2016, 48(6): 693-709.
[2] 谢宝国,龙立荣. 职业生涯高原对员工工作满意度、组织承诺、离职意愿的影响[J]. 心理学报, 2008, 40(08): 927-938.
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