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工作参与度与组织承诺的交互作用对员工离职意向的影响 被引量：2

Empirical study on the interaction effects of job involvement and organizational commitment on employee turnover intentions
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摘要 通过对3家家电制造企业的293名白领和350名蓝领员工工作参与度与组织承诺的交互作用对离职意向影响的研究,表明工作参与度和组织承诺的交互作用能够预测员工的离职意向,但是这种交互作用对白领和蓝领的离职意向的影响是不同的,不论白领还是蓝领,4种类型员工的离职意向强度与Blau&Boal模型都存在一定的分歧。 A sample which consists of 293 white collars and 350 blue collars is taken from three manufacturing companies. The aim of this study is to test the multiplicative interaction of job involvement and organizational commitment on turnover intentions. Turnover intentions can be predicted by interaction analysis, but the gained results are different from the expectations of the Blau ＆ Boal model.
作者 刘业政 赵勇 潘生 孙祥
机构地区 合肥工业大学管理学院
出处 《合肥工业大学学报（自然科学版）》 CAS CSCD 北大核心 2007年第12期1656-1660,共5页 Journal of Hefei University of Technology：Natural Science
基金 国家自然科学基金资助项目(70672097) 安徽省人文社科基地重点资助项目(2006sk0009zd)
关键词 工作参与度 组织承诺 交互作用 离职意向 job involvement organizational commitment interaction turnover intention
分类号 F272.92 [经济管理—企业管理]
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参考文献14

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同被引文献32

  • 1管宝云,赵全超.高新技术企业知识型员工成长需求与激励机制设计研究[J].科学学与科学技术管理,2006,27(4):122-126. 被引量：48
  • 2胡正友.创新型员工队伍建设目标与实现途径[J].北方经贸,2007(9):110-111. 被引量：1
  • 3吴宗佑,周丽芳,郑伯埙.(2008).主管的权威取向及其对部属顺从与畏惧的知觉对威权领导的预测效果.本土心理学研究,30,65-115.
  • 4TEPPER B J. Consequences of Abusive Supervision [J]. Academy of Management Journal, 2000, 43 (2) : 178-190.
  • 5HARRISA K J, KACMARB K M, ZIVNUSKA S. An Investigation of Abusive Supervision as a Predic- tor of Performance and the Meaning of Work as a Moderator of the Relationship [J]. The Leadership Quarterly, 2007, 18(8):252-263.
  • 6MITCHELL M S, AMBROSE M L. Abusive Super- vision and Workplace Deviance and the Moderating Effects of Negative Reciprocity Beliefs [J]. Journal of Applied Psychology, 2007, 92(4)..1 159-1 168.
  • 7NEAL A, GRIFFIN M A. Perceptions of Safety at Work: Developing a Model to Link Organizational Safety Climate and Individual Behavior [C]//The 12th Annual Conference of the Society for Industrial and Organizational Psychology: Missouri, 1994: 127-150.
  • 8RONALD J,BURKE A. It's Not How Hard You Work but How You Work Hard: Evaluating Worka- holism Components [J]. International Journal of Stress Management, 1999, 6(4):225-239.
  • 9NEAL A, GRIFFIN M A. The Impact of Organiza- tional Climate on Safety Climate and Individual Be- havior [J]. Safety Science, 2000, 34(1):199-109.
  • 10NEAL A, GRIFFIN M A. Safety Climate and Safety Behavior [J]. Australian Journal of Management, 2002, 27(6) :67-75.

引证文献2

二级引证文献6

合肥工业大学学报（自然科学版）
2007年 第12期

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