社会认同视角下交换关系差异对离职倾向的影响研究

The Effects of Differences in Social Exchanges on Turnover Intention Based on Social Identification Perspective

基于社会认同视角,通过对145个团队中1479名成员进行的两个时段问卷调查,对团队情境中垂直和水平两个方向社会交换关系差异影响成员离职倾向的作用机制进行了探讨。研究结果发现,领导-成员交换关系差异化(LMXD)不仅能够调节领导-成员交换关系分离(LMXRS)与领导认同之间的关系,而且还会调节LMXRS通过领导认同影响离职意向的中介效应,以及LMXRS通过领导认同和团队认同影响离职意向的连续中介效应。团队-成员交换关系差异化(TMXD)不仅能够调节团队-成员交换关系分离(TMXRS)与团队认同之间的关系,而且还会调节TMXRS通过团队认同影响离职意向的中介效应。

Drawing on the social identification theory,we built a theoretical model to reveal how the overall differences,that are leader-member exchange differentiation(LMXD)and team-member exchange differentiation (TMXD),and relative differences,that are LMX relational separation (LMXRS)and TMX relational separation(TMXRS),impact team member’s turnover intention by taking leader identification and team identification as mediators in two paths respectively.Multi-level path analysis was employed to test hypotheses in our theoretical model based on the data collected from 1479members in 145teams at two different time points with a lag of two weeks.Results in this study show that:(1)LMXD not only moderates the relationship between LMXRS and leader identification, but also moderates two indirect paths linking LMXRS to turnover intention through the mediating effect of leader identification and through the series mediating effects of leader identification and team identification;and(2)TMXD not only moderates the relationship between TMXRS and team identification,but also moderate the indirect path linking TMXRS to turnover intention through the mediating effect of team identification.