新生代员工强制性组织公民行为对离职意向的影响—角色压力和组织承诺的双中介模型

发布时间：2018-04-22 07:38

本文选题：新生代员工 + 强制性组织公民行为　；参考：《闽南师范大学》2017年硕士论文

【摘要】：组织公民行为一直以来都是组织行为学领域的研究热点。大多研究将组织公民行为当作是一种积极的、对组织有利的行为。学者们通过实证研究发现组织公民行为对组织的个人绩效、组织氛围、组织承诺等均有有利的影响。但随着研究的逐渐深入,越来越多的学者开始发现员工表现出组织公民行为可能是迫于领导和同事的压力,或是自利性目表现出来的,并将其称之为强制性组织公民行为。国内外学者通过实证研究表明,强制性组织公民行为存在于组织中,并对组织及其员工造成不良影响。随着时代的发展,80后、90后的员工逐渐进入职场,并成为职场的主力军。由于社会、教育背景的不同,新生代员工的心理和行为与老一代员工也有所差异。以往有关强制性组织公民行为的研究结论是否适用于新生代员工还有待考察。因此本文欲探讨新生代员工强制性组织公民行为对离职意向的影响。以往有关强制性组织公民行为的研究大多关注强制性组织公民行为对工作绩效、工作倦怠的影响。而对离职意向的影响研究相对较少。本文试图探索新生代员工强制性组织公民行为对离职意向的影响,并引入角色压力和组织承诺为中介变量,构建一个双中介模型,并探讨了工作嵌入对其的调节作用。希望能更全面的了解强制性组织公民行为对离职意向的作用路径。实证结果表明,新生代员工强制性组织公民行为对离职意向有显著的正向影响。角色压力、组织承诺在新生代员工与离职意向的关系中起部分中介作用。角色压力、组织承诺在新生代员工强制性组织公民们行为影响离职意向过程中起链式多重中介作用。工作嵌入对新生代员工角色压力与离职意向的关系起负向调节作用,并对角色压力的中介作用也起负向调节作用。
[Abstract]:Organizational citizenship behavior has always been a hot topic in the field of organizational behavior. Most studies regard organizational citizenship behavior as a positive and beneficial behavior. Through empirical research, scholars found that organizational citizenship behavior has a beneficial impact on organizational performance, organizational climate, organizational commitment and so on. However, with the deepening of the research, more and more scholars begin to find that employees' organizational citizenship behavior may be due to the pressure of leaders and colleagues, or self-interest, and call it mandatory organizational citizenship behavior. Domestic and foreign scholars through empirical research show that mandatory organizational citizenship behavior exists in the organization and has a negative impact on the organization and its employees. With the development of the times, the post-80s and post-90s employees gradually enter the workplace and become the main force in the workplace. Because of the different social and educational backgrounds, the new generation employees' psychology and behavior are different from the older ones. Whether the conclusion of mandatory organizational citizenship behavior is applicable to the new generation of employees remains to be investigated. Therefore, this paper intends to explore the impact of mandatory organizational citizenship behavior on turnover intention of the new generation of employees. Previous studies on mandatory organizational citizenship behavior focused on the impact of mandatory organizational citizenship behavior on job performance and job burnout. However, there are few studies on the influence of turnover intention. This paper attempts to explore the influence of mandatory organizational citizenship behavior on turnover intention of the new generation of employees, and introduces role pressure and organizational commitment as intermediary variables to construct a dual intermediary model and discusses the regulative effect of job embedding on it. We hope to have a more comprehensive understanding of the impact of mandatory organizational citizenship behavior on turnover intention. The empirical results show that the new generation employees' mandatory organizational citizenship behavior has a significant positive impact on turnover intention. Role pressure, organization commitment in the new generation of employees and turnover intention to play a part of the intermediary role. Role pressure, organizational commitment in the new generation of employees mandatory organizational citizenship behavior influence turnover intention process chain multiple intermediary role. Job embedding plays a negative role in regulating the relationship between the role pressure and turnover intention of the new generation of employees, and also plays a negative role in regulating the intermediary role pressure.
【学位授予单位】：闽南师范大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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