包容型领导对新生代员工离职倾向的影响研究--基于自我决定理论视角

The Influence of Inclusive leadership on Turnover Intention of the New Generation Employees--from the Perspective of Self-determination Theory

员工离职不仅增加企业成本,还降低企业的核心竞争力,随着新生代员工不断涌入职场,如何减少其离职引起企业高度重视。文章基于自我决定理论,聚焦新生代员工,探讨了包容型领导如何通过基本心理需求满足(自主、胜任、归属)作用于离职倾向,并对三种需求满足进行了对比中介效应分析。通过构建结构方程模型对多重中介效应进行分析,结果显示:包容型领导显著负向影响新生代员工离职倾向;自主、胜任、归属需求满足均在包容型领导与新生代员工离职倾向之间起部分中介作用,且自主、胜任、归属需求满足的中介作用差异不显著。

The employees turnover not only increases the cost of enterprises,but also reduces the core competitiveness of enterpris⁃es.With the influx of new generation employees into the workplace,how to reduce the turnover has aroused great attention of enter⁃prises.Based on the theory of self-determination,this paper explores how inclusive leadership influences the turnover intention of the new generation employees through the satisfaction of basic psychological needs(autonomous,competency and belonging),and conducts a comparative mediation effect analysis on the satisfaction of the three needs.In this paper,a structural equation model was constructed to analyze the multiple mediating effects,and the results showed that:Inclusive leadership significantly negatively affects the turnover tendency of the new generation employees.Both the satisfaction of autonomous,competency and belonging needs played a partial mediating role between inclusive leadership and the turnover intention of the new generation employees,and there was no significant difference in the comparison mediating effect between the satisfaction of autonomous,competence and belonging needs.