组织政治知觉对员工离职倾向的影响研究

Examining the Effect of Perceptions of Organizational Politics on Turnover Intention

基于社会交换理论的观点,探索了心理契约违反在员工政治知觉对离职倾向影响中的中介作用,以及群体凝聚力对心理契约违反中介效应的调节作用。通过对52个工作单位的691名员工的组织政治知觉、心理契约违反、离职倾向、群体凝聚力与人口统计变量的调查,采用层级线性模型(Hierarchical Linear Modeling;HLM)对理论模型进行验证。研究结果显示,员工的心理契约违反会部分中介组织政治知觉与员工离职倾向的关系,此外,心理契约违反的部分中介效应群体凝聚力的调节,即对于高凝聚力的工作群体,这种中介效应会被弱化。

Based on social exchange theory perspective, this paper examines how employees＇ perceptions of organizational politics are related to their evaluation of psychological contract breach and subsequent turnover intention. Additionally, the authors also tested group cohesion as a moderator of this relationship. Data were collected from 52 work groups consisted of 691 work group members who provided the information about employees＇ perceptions of organizational polities, psychological contract breach, turnover intention, group cohesion and demographic variables. Hierarchical linear modeling techniques were applied to test the full model, The results show that employees＇ psychological contract breach partially mediate the relationship between perceptions of organizational politics and turnover intention. Further, group cohesion moderates the indirect effect of employees＇ perceptions of organizational politics on turnover intention through psychological contract breach, such that the mediated effect of perceptions of organizational politics is weaker in the group with high group cohesion than the group with low group cohesion.