心理契约违背、劳资冲突与员工离职意向关系的实证研究:整合型组织文化的调节作用

An Empirical Study on the Relationship between Psychological Contract Violation, Labor-management Conflict and Employee Turnover Intention: Regulatory Effect of Integrated Organizational Culture

基于社会交换和社会情境理论,文章构建了心理契约违背、劳资冲突和离职意向之间的关系模型。通过跨层次分析方法,探讨心理契约违背对员工离职意向可能产生的影响及其影响机制。分别收集了189份企业高管与1366份员工问卷数据。研究结果显示:心理契约违背是影响员工离职意向的重要的前因变量;劳资冲突的三个维度在心理契约违背和离职意向之间都起到中介作用,并且中介效应存在显著差异;组织文化对权利冲突、情感冲突与离职意向之间的关系都起到调节作用,但对利益冲突与离职意向之间的调节作用不显著。对转型经济条件下,员工的心理契约、劳资冲突管理以及企业文化建设具有借鉴意义。

Based on social exchange and social context theory, this paper constructs a relationship model among psychological contract violation, labor-management conflict and turnover intention. With the method of cross-level analysis, this paper discusses the possible impact of psychological contract violation on employee turnover intention and its mechanism. Using the survey data from 189 senior executives and 1366 employees collected respectively, the results show that: psychological contract violation is an important antecedent variable affecting employee turnover intention. The three dimensions of labor-management conflict play an intermediary role between psychological contract violation and turnover intention, and the intermediary effect is still significant different. Organizational culture has a moderating effect on the relationship between the conflict of rights, emotional conflict and turnover intention, but has no significant moderating effect on interest conflict and turnover intention. This paper has important referential significance for employees psychological contract management, the management of labor-management conflicts and the construction of organizational culture under the condition of transitional economy.