知识型员工离职意愿消减行为研究——基于多变量视角下的模型构建与实证研究

Analysis on Disaggregation of Turnover Intention in Knowledge Workers--The Model Building and Quantitative Study from the Perspective of Multivariable

离职意愿是离职行为重要的前因变量,但并非所有程度的离职意愿都导致直接离职,知识型员工会综合考虑环境因素和离职后果而决定采取积极行为、消极行为或对抗行为来消减离职意愿,而组织支持是影响离职意愿消减行为选择的重要因素。研究通过问卷调查收集了720名企业技术人员和管理人员的样本数据,Logistic回归分析结果显示,组织支持对离职意愿消减行为中的积极行为具有正向作用,对消极行为和对抗行为具有负向作用。层级回归分析结果显示,组织认同和职业认同是组织支持影响离职意愿消减行为的中介变量。组织-职业认同促进和冲突在组织支持影响离职意愿消减行为的过程中起调节作用,组织-职业认同低促进或组织-职业认同高冲突条件下,组织支持对离职意愿消减行为的影响更大。

Based on the questionnaire sur^^ey of 720 staff from animation fir^ns, this paper takes an empirical study on the relatinship between organizational support and disaggregation of turnover intention. The results of multiple logistic regression shown that organizational support, including instrumental and emotional supports, had positive effect on positive disaggregating behavior of turnovintention, and negative effect on passive and antagonistic behaviors. The results of hierarchical multiple regressions found that organizational and professional identifications mediated the relationship between organizational support and disaggregation of turnover intentioMoreover, the interaction of organizational and professional identifications moderated the relationship of organizational support and disaggregation of turnover intention. Organizational support made the largest influence on disaggregation of turnover intention when higconfliction between organizational and professional identifications, or low facilitation between them.