摘要
采用问卷法收集有效问卷363份,探讨差序式领导对员工离职意向的影响,同时检验主动性人格的调节作用和职场排斥的中介作用。结果表明:差序式领导对员工离职意向具有负向预测作用;主动性人格在差序式领导与离职意向之间起调节作用;职场排斥在差序式领导与离职意向之间起中介作用;差序式领导、离职意向、主动性人格、职场排斥之间构成有中介的调节效应模型。
This study got 363 valid questionnaires, discussed the differential leadership influence on turnover intention, at the same time tested the moderating effect of proactive personality and the mediating effect of workplace ostracism. The results revealed that differential leadership had a significant negative influence on turnover intention, proactive personality moderated the effect of differential leadership on turnover intention, workplace ostracism mediated the effect of differential leadership on turnover intention,the relationship of the four variables was a mediated moderation effect.
作者
李晓玉
党广龙
高昂
高冬东
LI Xiaoyu;DANG Guanglong;GAO Ang;GAO Dongdong(School of Philosophy and Public Administration,Henan University,Kaifeng 475004;Institute of Psychology ＆ Behavior,Henan University,Kaifeng 475004)
出处
《心理研究》
2018年第5期444-451,共8页
Psychological Research
基金
河南省科技发展计划(162400410220)
河南省高等学校重点科研项目(18A190001)
关键词
差序式领导
离职意向
主动性人格
职场排斥
differential leadership
turnover intention
proactive personality
workplace ostracism
