组织嵌入、社区嵌入、组织支持感知与离职意愿关系研究

A Study of the Relationships between Organization Embeddedness, Community Embeddedness,Perceived Organizational Support and Turnover Intention

在以往的主动离职研究中,有关组织嵌入对离职意愿的影响在研究结论上比较一致,但是在社区嵌入和离职意愿的关系上却存在着比较大的争议,这说明了在社区嵌入和离职意愿之间可能存在着某些来自于个体、组织或社区的调节变量。本研究探索了是否有可以控制的组织因素——组织支持感知能在社区嵌入和离职意愿之间起到调节作用。此外,本研究注意到组织嵌入和社区嵌入之间存在的"粘性",即它们之间彼此影响,探索了社区嵌入在组织嵌入和离职意愿之间的调节作用。研究结果表明:(1)社区嵌入在组织嵌入和离职意愿之间具有显著的正向调节作用;(2)组织支持感知在社区嵌入和离职意愿之间存在显著的负向调节作用。

In the former researches of voluntary turnover, most of them reached the agreement on the eonelusion that organization embeddedness has a significant impact on turnover intention, but the relationship between community embeddedness and turnover intention is controversial. This illustrates that there probably exist some kind of moderator variable from individual, organization and communi- ty between community embeddedness and turnover intention. This study explores whether the control- lable organizational factor the perceived organizational support can play a significant moderator role between community embeddedness and tttrnover intention. Moreover, it is noted that there is a kind of ＂stickiness＂ between organization embeddedness and community embeddedness, i.e., they can im- pact each other. It also explores the moderator function of community embeddedness between organi- zation embeddedness and turnover intention. The results indicate that： （1） community embeddedness has a significant positive moderator effect between organization embeddedncss and turnover intention; （2） the perceived organizational support has a significant negative moderator effect between community embeddedness and turnover intention.