组织支持感、自我效能对员工离职倾向的影响——以北京妇联干部为例

Effects of Perceived Organizational Support and Self-efficacy on Employee Turnover Intention——Case Study of Beijing Women's Federation Cadres

在人力资源管理领域中,组织支持感的关注度持续上升,不过它与离职倾向的关系还需进一步验证,尤其是以妇联等政府单位为研究对象的更是少之又少。为此本文以北京市妇联干部为调查对象,实证研究了自我效能在组织支持感影响妇联干部离职倾向中的作用。结果表明:组织支持感和自我效能对妇联干部的离职倾向产生直接或间接影响;自我效能在组织支持感对妇联干部的离职倾向起到部分中介作用。

The focus on perceived organizational support in the field of human resources management has been improv-ing, but the relationship with employee turnover intention needs a further study. The studies of taking women ＇s federation and other government units as the research objects are much rarer in particular. This article takes the Beijing Women’s Federation cadres as the investigation objects and makes an empirical study of the role of self-efficacy in the effect of perceived organizational support on women＇s federation cadre turnover intention. The results show that perceived organi-zational support and self-efficacy have direct or indirect effects on women ＇s federation cadre turnover intention and self-efficacy plays a mediating role between perceived organizational support and women’s federation cadre turnover in-tention.