中小企业员工感知的企业社会责任对离职倾向的影响机制研究

The Impact of Employee Perceived Corporate Social Responsibility on Turnover Intention:A Moderated Mediation Model

依据社会认同理论、社会交换理论,在对980名中小企业员工进行问卷调查,构建一个被调节的中介模型的基础上,探讨员工感知的企业社会责任同离职倾向的关系。研究结果表明,员工感知的企业社会责任对离职倾向有显著的负向影响,外部荣誉感在这一关系中起中介作用;同时,外部荣誉感对员工感知的企业社会责任与离职倾向的中介效应的强弱受到员工组织支持感水平高低的影响,即与高组织支持感相比,低组织支持感水平下外部荣誉感对员工感知的企业社会责任与员工离职倾向的中介作用更强。研究结论丰富了相关理论的研究成果,揭示了中小企业社会责任对员工离职倾向影响的内在机制,为中小企业的人力资源管理实践提供了有益指导。

Based on social identity theory and social exchange theory,and a questionnaire survey among 980 employees from SMES,this research built an moderated mediation model to explore the relationship between perceived corporate social responsibility and employee turnover intention。The results show that the corporate social responsibility perceived by employees has a negative relationship with turnover intention and the perceived external prestige plays an intermediary role in this relationship.At the same time,whether the intermediary effect of perceived external prestige on corporate social responsibility perceived by employees and employee＇s turnover intention is strong or weak is influenced by the level of perceived organizational support.That is,compared with high perceived organizational support,the perceived external prestige under low perceived organizational support has a stronger intermediary effect between corporate social responsibility and employee＇s turnover intention.The aforesaid conclusions enriched the research findings of relevant theories,and revealed the correlation between social responsibility of SMEs and turnover intention of employees.What＇s more,it opened up referential idea to human resource management of SMEs.