破坏性领导对下属离职倾向的影响研究:一个有调节的中介模型

The Impact of Destructive Leadership on Turnover Intention of Subordinates:A Moderated Mediation Model

以社会交换理论和资源保存理论为基础,选取组织公平感为中介变量、情绪智力为调节变量,探索破坏性领导对于下属离职倾向的影响。通过对390名企业员工的调研发现,破坏性领导对于下属离职倾向具有显著的正向影响,而对于下属的组织公平感具有显著的负向影响。组织公平感与下属离职倾向之间存在显著的负向关系,且组织公平感在破坏性领导和下属离职倾向之间起到部分中介的作用。下属的情绪智力能够正向调节破坏性领导与下属组织公平感之间的关系,即下属的情绪智力越高,破坏性领导对组织公平感的影响就越小。

Based on the social exchange theory and conservation of resources theory,this paper selects organizational justice as a mediator and emotional intelligence as a moderator to explore the impact of destructive leadership on turnover intention of subordinates.Findings from a survey of 390 employees in enterprises found that destructive leadership has a significant negative impact on organizational justice of subordinates,and has a significant positive impact on subordinate turnover intentions.There is a significant negative relationship between organizational justice and turnover intention,and organizational justice plays a part mediating effect between destructive leadership and subordinate turnover intentions.The emotional intelligence of subordinates can positively regulate the relationship between destructive leadership and subordinate organizational justice.