挑战性—阻碍性压力源对离职意向的影响：焦虑和组织承诺的中介作用

发布时间：2018-03-30 16:06

本文选题：离职意向　切入点：挑战性-阻碍性压力源　出处：《陕西师范大学》2016年硕士论文

【摘要】：员工离职一直是学术界和企业管理者所关注的焦点议题。在影响员工离职的诸多因素中,工作压力源是最主要的因素之一。提及压力源,人们往往会关注它消极的一面,我们总认为压力源会对员工的心理和行为产生坏的影响,如引起焦虑、工作效率低下,甚至会引发员工的离职等现象。然而,最近的研究结果表明工作压力源的影响不一定总是坏的,工作中的部分压力源会对个体的工作态度产生积极作用。因此,本文在前人研究的基础上,将工作压力源划分为挑战性压力源和阻碍性压力源,并探究这两种性质不同的压力源对员工离职意向的影响机制。此外,本研究引入核心自我评价的概念,从个体差异的角度去探究核心自我评价在挑战性压力源、阻碍性压力源对员工离职意向影响机制中的调节作用。本研究采用挑战性-阻碍性压力源量表、状态-特质焦虑量表、组织承诺量表、核心自我评价量表、离职意向量表对随机选取的396名在职企业员工进行了问卷调查。采用Spss16.0和Amos17.0对数据进行差异检验、相关分析、多元回归分析、建构结构方程模型,最终得到以下结果：1.各研究变量在年龄、学历、企业类型、工作年限、工作职位上存在显著性差异,在性别、婚姻状况上各研究变量差异不显著。2.随着挑战性压力源的提高,员工的焦虑情绪和组织承诺也会增加,离职意向会逐渐降低。3.挑战性压力源不仅分别通过焦虑、组织承诺影响员工的离职意向,也可以通过焦虑和组织承诺的链式中介影响其离职意向。4.核心自我评价在挑战性压力源对组织承诺的影响中起调节作用,但对焦虑、离职意向的影响中并不起调节作用。5.随着阻碍性压力源的增强,员工的焦虑情绪和离职意向逐渐增强,组织承诺呈逐渐下降趋势。6.阻碍性压力源分别通过焦虑、组织承诺间接影响员工的离职意向,但焦虑和组织承诺在其中的链式中介效应并不存在。7.核心自我评价在阻碍性压力源对焦虑、组织承诺的影响中起调节作用,但对离职意向的影响中并不起调节作用。综上,本研究的研究结论为：工作中的挑战性压力源、阻碍性压力源对员工的离职意向有不同的影响机制,并且员工的核心自我评价在调节这两种性质压力源对自身心理与行为的影响中存在明显差异。为降低员工离职率,企业管理者在管理中可以适度增加挑战性压力源而避免阻碍性压力源的施加,并从个体差异的角度分配工作任务。
[Abstract]:Employee turnover has always been the focus of attention of academia and enterprise managers.Among the factors affecting employee turnover, the source of work stress is one of the most important factors.When it comes to stressors, people tend to pay attention to its negative side. We always think that stressors have bad effects on employees' psychology and behavior, such as causing anxiety, inefficiency and even employee turnover.However, recent studies have shown that the effects of work stressors are not always bad, and that some of the stressors at work have a positive effect on the individual's work attitude.Therefore, on the basis of previous studies, this paper divides the work stressors into challenging stressors and obstructive stressors, and explores the influence mechanism of these two kinds of stressors on employee turnover intention.In addition, this study introduces the concept of core self-evaluation, from the perspective of individual differences to explore the role of core self-evaluation in challenging stressors, hindered stressors on employee turnover intention mechanism.In this study, a total of 396 employees were investigated by challenging and obstructing stressors scale, state-trait anxiety scale, organizational commitment scale, core self-evaluation scale and turnover intention scale.Using Spss16.0 and Amos17.0 to test the difference, correlation analysis, multiple regression analysis, construct the structural equation model, and finally get the following result: 1.There were significant differences in age, educational background, type of enterprise, working years, working position among the study variables, but there were no significant differences in sex and marital status. 2.As the source of challenging stress increases, employees' anxiety and organizational commitment will increase, and turnover intention will gradually decrease by .3.The challenging stressors not only affect employees' turnover intention through anxiety, organizational commitment, but also affect turnover intention by the chain intermediary of anxiety and organizational commitment.Core self-evaluation plays a regulatory role in the impact of challenging stressors on organizational commitment, but not in anxiety and turnover intention.The anxiety and turnover intention of the employees increased with the increase of the stress source, and the organizational commitment decreased gradually. 6.Through anxiety, organizational commitment indirectly affects employee turnover intention, but anxiety and organizational commitment do not exist in the chain intermediary effect.Core self-evaluation plays a regulatory role in the effects of obstructive stressors on anxiety and organizational commitment, but not on turnover intention.In summary, this study concludes that the challenging stressors and the obstructive stressors have different effects on employees' turnover intention.Moreover, the core self evaluation of employees has significant differences in regulating the effects of these two kinds of stressors on their own psychology and behavior.In order to reduce the employee turnover rate, the managers can increase the challenging stressors in the management, avoid the exertion of the obstructive stressors, and assign the tasks according to the individual differences.
【学位授予单位】：陕西师范大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92

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