组织伦理气候、组织承诺与离职意向的关系：基于旅游企业样本的实证研究

An Empirical Research on the Relation among Organizational Ethical Climate, Organizational Commitment and Turnover Intention-Based on Tourism Enterprises' Data

本研究在假设推理的基础上,构建了组织承诺在组织伦理气候对离职意向施以影响过程中的中介效应模型。通过问卷调查,收集302名旅游企业员工的一手数据进行层次回归分析。结果显示:规则型伦理气候对离职意向具有显著的负向影响,且组织承诺在其间起到完全中介作用;关怀型伦理气候对离职意向具有显著的负向影响,组织承诺在其间起到部分中介作用;自利型伦理气候对离职意向具有显著的正向影响,组织承诺在其间起到完全中介作用。

The major purpose of this study is to examine the influence of organizational ethical climate （OEC） on employee＇ s turnover intention （TI） and the mediating role of organizational commitment in the OEC-TI relationship. Hierarchical regression analyses on a sample of 302 employees show that： （1）Rules ethical climate relates negatively to tttmover intention, and organizational commitment fully mediates the relationship between rules ethical climate and turnover intention;（2）Caring ethical climate relates negatively to turnover intention, and organizational commitment partly mediates the relationship between caring ethical climate and turnover intention; （3） Instrumental ethical climate relates positively to tttmover intention, and organizational commitment fully mediates the relationship between instrumental ethical climate and turnover intention.