公平感知、情感承诺与新生代农民工离职意愿——基于组织支持视角的实证研究

Organizational Justice,Affective Commitment and New-Generation Migrant Workers' Turnover Intention: An Empirical Study Based on Organizational Support Theory

新生代农民工的公平感知会显著影响其离职行为,组织支持感在其中发挥中介作用:(1)公平感知和组织支持感会显著影响新生代农民工的情感承诺与离职意愿,而组织支持感在公平感知影响情感承诺和离职意愿过程中具有显著的中介效应;(2)与其他类型雇员不同,新生代农民工组织支持感的三维度中,价值认同对离职意愿产生直接作用,工作支持和关心利益则是通过改变其情感承诺而间接影响离职意愿。研究结果表明,用工企业有必要通过提升新生代农民工的公平感知,进一步强化组织支持感,从而加强农民工与企业的情感纽带,降低农民工的离职意愿。

Organizational justice is an important psychological variable which affects new-generation migrant workers'turnover.There is few researches about how organizational justice affects the social exchange relationship between employer and migrant workers.This paper empirically investigates the relationships among organizational justice,affective commitment and turnover intentions using questionnaire survey data.The research finds:(1)Organizational justice and perceived organizational support significantly influence new generational migrant workers'affective commitment and turnover intentions;(2)Different from other types employee,the new-generational migrant workers'three dimensions of POS have different influence on turnover intentions.Value identity has direct effects on turnover intentions,but work support and caring value influence turnover intentions by changing migrant worker's affective commitment.This study deepens and expands the theoretical cognition about of the job hopping phenomenon of new-generation migrant workers and also contributes to the literature in the field of POS.