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组织留人还是主管留人? 被引量：3

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摘要 究竟是组织留人还是主管留人?现有的研究结果相互矛盾。文章通过对员工效忠组织、效忠主管和离职意愿的调查,并运用层次回归对数据进行分析,结果表明,效忠组织对离职意愿的影响要大于效忠主管对离职意愿的影响;而且,效忠组织在效忠主管与离职意愿之间起完全中介作用,效忠主管对员工离职意愿的影响是透过效忠组织起作用的。
作者 高日光 孙健敏
机构地区 江西财经大学工商管理学院 中国人民大学劳动人事学院
出处 《现代管理科学》 CSSCI 2009年第8期5-7,共3页 Modern Management Science
基金 国家社会科学基金项目"中国本土心理资本量表的开发及其应用研究"(08BJY045) 国家自然科学基金项目"人力资源管理在个体创造力到组织创新绩效中的作用机制研究"(70772091) 江西省教育科学规划项目"大学毕业生组织社会化的内容 过程 策略以及教育对策研究"
关键词 效忠组织 效忠主管 离职意愿 中介作用
分类号 F272 [经济管理—企业管理] F224 [经济管理—国民经济]
  • 相关文献

参考文献4

  • 1Cheng B S, Jiang D Y, Riley J H. Organizational commitment, supervisory commitment, and employee outcomes in the Chinese context:proximal hypothesis or global hypothesis. Journal of Organizational Behavior, 2003.(24):313-334.
  • 2Vandenberghe C, Bentein K, Stinglhamber F. Affective commitment to the organization, supervisor, and work group: Antecedents and outcomes. Journal of Vocational Behavior, 2004, (64): 47-71.
  • 3周明建,宝贡敏.主管承诺理论研究述评[J].心理科学进展,2005,13(3):356-365. 被引量：21
  • 4凌文辁,张治灿,方俐洛.中国职工组织承诺研究[J].中国社会科学,2001(2):90-102. 被引量：342

二级参考文献21

  • 1凌文辁,陈龙,王登.CPM领导行为评价量表的建构[J].心理学报,1987,19(2):199-207. 被引量：116
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  • 5Cheng B S, Jiang D Y, Riley J H. Organizational commitment,supervisory commitment, and employee outcomes in the Chinese context: proximal hypothesis or global hypothesis?Journal of Organizational Behavior, 2003, 24:313-334.
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共引文献358

同被引文献26

  • 1夏功成,胡斌,张金隆.基于定性模拟的员工离职行为预测[J].管理科学学报,2006,9(4):81-94. 被引量：18
  • 2Restubog, S. L. D., Hornsey, M. J., Bordia, P., et al. Effects of Psychological Contract Breach on Organizational Citizenship Behaviour: Insights from the Group Value Model. Journal Of Management Studies, 2008,45(8):1377-1400.
  • 3Bal, P. M., De Lange, h. H., Jansen, P. G. W., et al. Psychological Contract Breach and Job Attitudes: h Meta-analysis of Age as a Moderator. Journal Of Vocational Behavior, 2008, 72(1):143-158.
  • 4Chen, M. X., Tsui, A. S., Zhong, L. F. Reactions to Psychological Contract Breach: A Dual Perspective. Journal Of Organizational Behavior, 2008,29(5):527-548.
  • 5Chen, Z. X., alty to Supervisor Tsui, A. S., Farh, vs. Organizational J. L. Loy- Commitment: Relationships to Employee Performance in China Journal of Occupational and Organizational Psychology, 2002,75(3):339-356.
  • 6Chiu, S. F., Peng, J. C. The Relationship Between Psychological Contract Breach and Employee Deviance: The Moderating Role of Hostile httributional Style. Journal of Vocational Behavior, 2008,73(3):426-433.
  • 7Dulac, T., Coyle-Shapiro, J. A. M., Henderson, D. J., et al. Not All Responses to Breach are the Same: The Interconnection of Social Exchange and Psychological Contract Processes in Organizations. Academy of Management Journal, 2008,51(6):1079-1098.
  • 8Kiewitz, C., Restubog, S. L. D., Zagen-czyk, T., et al. The Interactive Effects of Psychological Contract Breach and Organizational Politics on Perceived Organizational Support: Evidence from Two Longitudinal Studies. Journal Of Management Studies, 2009,46(5):806-834.
  • 9Orris, K. h., Dudley, N. M., Cortina,J. A. Conscientiousness and Reactions to Psychological Contract Breach: A Longitudinal Field Study. Journal of Applied Psychology, 2008,93(5): 1183-1193.
  • 10刘纪曜.公与私---忠的伦理内涵[A]台北:联经,1982.

引证文献3

二级引证文献9

现代管理科学
2009年 第8期

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