基于集体主义情境的变革型领导、组织承诺与离职倾向研究

Transformational Leadership , Organizational Commitment and Turnover Intention : An Empirical Study in Collectivism Context

在构建变革型领导对离职倾向影响的中介模型,以及分析水平-垂直集体主义背景下组织承诺中介作用的基础上,对东北和华北地区10家企业的202名管理者和员工进行问卷调查,采用层次回归等方法进行研究分析。结果表明,组织承诺在变革型领导和离职倾向之间起部分中介作用,不同集体主义背景影响变革型领导对离职倾向的作用路径;在水平集体主义背景下,持续承诺中介了变革型领导对离职倾向的影响;在垂直集体主义背景下,情感承诺和规范承诺中介了变革型领导对离职倾向的作用路径。鉴于此,组织需要根据员工集体主义导向的差异,通过采用不同的激励措施以提高员工的组织承诺,降低离职倾向。

Based on social exchange theory, this study conducts a mediation model to investigate the mediating role of organizational commitment between transformational leadership and turnover in- tention in the context of horizontal and vertical collectivism. Through a questionnaire survey of em- ployees in the Northeast and North China, this study collected 202 valid questionnaires and verified the theoretical assumptions using the hierarchical regression. The results indicate transformational leadership increases organizational commitment, thereby reducing turnover intention. Transforma- tional leadership affects turnover intention through different dimension of organizational commitment in different context. In the context of horizontal collectivism, transformational leadership influence turnover intention through the path of continuance commitment. In the context of vertical collectiv- ism, transformational leadership influence turnover intention through the path of affective commit- ment and normative commitment. Thus, organization can take different actions to lower turnover in- tention through improving organizational commitment according to the type of collectivism.