强制性组织公民行为与新生代员工离职意向

Compulsory Citizenship Behavior and New Generation Employees’ Turnover Intention

本研究基于非线性门槛模型,通过对854名新生代员工的多时点调查分析,从动态视角探讨了强制性组织公民行为对新生代员工离职意向的影响。研究发现:(1)强制性组织公民行为对新生代员工的离职意向产生非线性的门槛效应,门槛值之前正向影响效应不显著,之后则正向影响效应显著且大幅提升;(2)员工易变性职业生涯倾向较弱时,上述门槛效应显著,反之则门槛效应不显著;(3)员工外部可雇佣性感知较强时,上述门槛效应显著,反之则门槛效应不显著;(4)外部可雇佣性感知较强时,易变性职业生涯倾向的调节效应显著,反之则调节效应不显著。本研究既深化拓展了强制性组织公民行为影响效应的动态研究视角以及理论阐释机制,也警示了实践中强制性组织公民行为对新生代员工离职意向的动态消极影响。

Compulsory citizenship behavior refers to the extra-role behaviors that employees have to perform under external organizational requirements.At present,compulsory citizenship behavior is very easy to breed among the new generation employees in the Chinese workplace.However,unfortunately,relative to the universality and importance of compulsory citizenship behavior among the new generation employees,relevant academic research is still in the preliminary stage of development.Although in recent years,with the transformation of the research field of OCB from the positive to the dark side,the negative effect of compulsory citizenship behavior has attracted the attention of many scholars at home and abroad,there is still little research focusing on the impact of compulsory citizenship behavior on new generation employees’turnover intention.Therefore,it is necessary and constructive to investigate and analyze the relationship between them.This study explores how and why compulsory citizenship behavior affects the new generation employees’turnover intention from a dynamic perspective.Through the multi-time survey and analysis of 854 new generation employees,the results reveal that:(1)The positive impact of compulsory citizenship behavior on turnover intention has a nonlinear threshold effect:before the threshold,the effect is not significant,and after that,it increases significantly.(2)The moderating effect of protean career orientation is significant:when the protean career orientation is weak,the nonlinear threshold effect is significant;On the contrary,the nonlinear threshold effect is not significant,and compulsory citizenship behavior always has a strong positive impact on turnover intention.(3)The moderating effect of self-perceived external employability is significant:when self-perceived external employability is strong,the nonlinear threshold effect is significant;On the contrary,the nonlinear threshold effect is not significant,and compulsory citizenship behavior always has a weak positive impact on turnover intention.(4)The joint-moderating effect of protean career orientation and self-perceived external employability is significant:when self-perceived external employability is weak,the moderating effect of protean career orientation is not significant,and regardless of the strength of protean career orientation,there is a weak positive correlation between compulsory citizenship behavior and turnover intention;On the contrary,the moderating effect of protean career orientation is significant.The main research contributions are shown as follows:(1)The results expand the perspective of dynamic research on the impact of compulsory citizenship behavior.By constructing a nonlinear threshold model of the impact of compulsory citizenship behavior on the turnover intention,this paper not only reveals and verifies the dynamic and complex nonlinear relationship between them,but also responds to the call of existing scholars to expand the dark side of organizational citizenship behavior from a new perspective of dynamic research.(2)The results deepen existing research conclusions of the effect of compulsory citizenship behavior on turnover intention.The results not only confirm that compulsory citizenship behavior does have a positive effect on the new generation employees’turnover intention,but also point out that the positive effect has a nonlinear threshold effect.Compared with the existing research conclusions,this research results reveal the overall picture of the relationship between compulsory citizenship behavior and turnover intention in a more systematic and detailed way.(3)The results reveal new theoretical mechanisms of the effect of compulsory citizenship behavior on turnover intention.It not only explores the effect and mechanism of compulsory citizenship behavior on turnover intention based on challenge-hindrance theoretical model,but also explores the moderating effect of protean career orientation and self-perceived external employability based on trait activation theory and cognitive-affective processing system theory.In a word,the results expand the new dynamic perspectives,new non-linear relationships and new theoretical mechanisms of the research on the effects of compulsory citizenship behavior,revealing the dynamic negative impact of compulsory management on the new generation employees’turnover intention.