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

发布时间：2018-03-21 08:59

本文选题：感知组织支持　切入点：预期组织支持　出处：《心理学报》2017年12期 　论文类型：期刊论文

【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。
[Abstract]:Based on the theory of psychological contract, this paper discusses the influence of consistency of organizational support before and after employment on the turnover intention of the new generation of employees and the intermediary role of employee's happiness, and adopts polynomial regression and response surface analysis technology. Data from 258 new generation employees collected at multiple points of time were tested. The results show that: 1) is consistent with "low expectation-low perception" organizations, and when "high expectations-high perception" organizations support consistency, Compared with the "high expectation-low perception" organizations, the new generation employees have lower turnover intention than the "high expectations-low perception" organizations, in the case of the "low expectation-high perception" organization support is not consistent, in general, the new generation employees' turnover intention is lower than that of the "high expectations-low perception" organizations. The more consistent the organizational support and the perceived organizational support, the lower the turnover intention of the new generation of employees. (4) the well-being of the employees plays a part intermediary role between the organizational support consistency and the turnover intention of the new generation of employees.
【作者单位】：同济大学经济与管理学院;上海大学管理学院;
【基金】：上海市社科规划项目(2017BGL001)资助
【分类号】：F272.92;F426.22

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