压力知觉对离职意愿的影响——被调节的中介效应

Influnce of Stress Perception on Turnover Intention——Regulated Mediating Effect

员工流动性大,将严重影响创业企业可持续发展。本研究以361名企业员工为样本,基于社会认知理论和资源保存理论和运用层级回归和Bootstrap方法,通过引入情绪调节自我效能感和职场友谊分别作为中介变量和调节变量构建了有调节的中介模型,探究了压力知觉与离职意愿之间的关系。研究表明:压力知觉对员工离职意愿具有显著的正向影响,情绪调节自我效能感在上述关系中起中介作用;职场友谊不仅在压力知觉与情绪调节自我效能感之间起调节作用,同时还在情绪调节自我效能感对压力知觉与离职意愿之间的中介作用中起着调节作用;当员工具有较高职场友谊时,情绪调节自我效能感在压力知觉与离职意愿之间的中介作用更显著。此研究结果对为降低人员离职率进行的员工心理建设和单位组织环境建设有参考价值。

Large employee mobility will seriously affect the sustainable development of entrepreneurial enterprises.Based on the social cognitive theory and the resource preservation theory,the studyused regulatory emotional self-efficacy as the mediator and workplace friendships as the moderator to build a moderated mediation model to explore the influence of perceived stress on turnover intention.Then,the empirical regression analysis and the bootstrap method were used to conduct empirical analysis of the survey data of 361 employees.The result showed that:the stress perception had a significant positive impact on turnover intention.Regulatory emotional self-efficacy played a part of the mediated role between perceived stress and turnover intention.Workplace friendships regulated the relationship between perceived stress and regulatory emotional self-efficacy.Moreover,workplace friendships also regulated the mediated role between perceived stress and turnover intention.When employees have higher workplace friendships,the mediating role of regulatory emotional self-efficacy is more significant.The research results can provide reference for the psychological construction of employees and organizational environment construction of units to reduce the turnover rate.