公益组织员工离职倾向的心理机制研究

The Psychological Mechanism of Employees’ Turnover Intention in Commonweal Organizations

在全面深化改革背景下,公益组织在社会治理过程中发挥着不可忽视的作用。相比之下,公益组织内部人力资源管理状况堪忧,特别是公益组织员工的离职问题尤为突出。以209名来自上海等地的公益组织员工为调研对象,实证检验了员工离职倾向产生的心理机制,结果显示:员工的相对剥夺感对离职倾向具有显著的正向影响,情绪耗竭在相对剥夺感和离职倾向之间起到了部分中介的作用,公共服务动机负向调节相对剥夺感和情绪耗竭、情绪耗竭和离职倾向以及相对剥夺感和离职倾向之间的关系。研究结果为进一步开展公益组织员工离职问题的研究提供了新思路,也对公益组织人力资源管理实践具有重要启示。

Against the background of deepening reform in an all-round way, commonweal organizations play a non-negligible role in the process of social governance. In contrast, the internal human resources management of commonweal organizations is a big problem, especially the turnover among the employees of commonweal organizations. This paper empirically examines the psychological mechanism of employees' turnover intention by investigating 209 participants of different commonweal organizations from Shanghai and other places. The results show that employees' relative deprivation has a significant and positive impact on turnover intention. Emotional exhaustion plays only partial mediating role between relative deprivation and turnover intention. In addition, public service motivation negatively moderates the relationship between relative deprivation and emotional exhaustion, emotional exhaustion and turnover intention, and relative deprivation and turnover intention respectively. The results provide new ideas for further research on the turnover of employees in commonweal organizations on the one hand, and on the other hand, make important implications for the practice of human resource management in commonweal organizations.