Price-Mueller离职模型中价值观变量调节作用的实证研究被引量：23

Does Moderating Effects of Values Exist in Price-Mueller Turnover Model? An Empirical Assessment

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摘要 Price提出Price-Mueller离职模型中结构化变量和两个中介变量(工作满意感和组织承诺)之间的关系可能受到价值观变量的调节作用。尽管根据期望理论的分析能预期这种调节作用的存在,但是以往的实证研究未能发现相关的证据支持。本项研究考虑了以往研究的一些局限性,在一个异质性较强的样本中考察了这种调节作用。研究结果并不支持调节作用的存在,说明在Price-Mueller离职模型中,离职的决定量还是应该保持传统的加和式特征。研究最后讨论了结论在理论和实践上的意义。 In Price-Mueller turnover model, values are supposed to moderate the relationship between structural variables and two intervening variables, i.e. job satisfaction and organizational commitment. Although theoretical analysis based on expectancy theory strongly suggests the existence of the interaction effects, previous empirical research mainly conducted by Price and his colleagues found little support. This paper examines the effects with heterogeneous sample collected from two Chinese organizations. The results suggest the interaction effects might not exist in consideration of cross-sample validity. Thus the results support the Price-Mueller model should keep additive. Implications for theory and practice are discussed.

作者张勉张德

机构地区清华大学经济管理学院

出处《管理评论》 2006年第9期46-51,共6页 Management Review

关键词价值观调节作用交互效应离职

分类号 F224 [经济管理—国民经济]

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