工作压力与离职倾向:情绪反应的中介效应

Work Stress and Turnover Intention: Effects of Emotion Reactivity as Intermediary

本文旨在探索情绪反应在工作压力-离职倾向中的作用,以企业管理者为研究对象,采用问卷调查法收集有效样本114份,测量了工作压力源,离职倾向与情绪反应时间动力特征等变量。通过基于贝叶斯估计的结构方程对数据进行分析,结果显示工作压力对于离职倾向具有显著的正向预测作用,情绪反应在这一过程中发挥部分中介作用。最后本文针对管理实务给出了建议,并且提出研究展望。

In this paper, we explore the relationship among emotion reactivity, work stress and turnover intention by establishing a model. We collect and use Bayesian SEM to analyse the data of the stress in workplace, turnover intention, emotion reactivity and other variables from 114 business managers by questionnaire survey. The results show that work stress can predict turnover intention significantly, and emotion reactivity plays a part in mediating the effect.