团队成员的主管情感承诺与集体离职倾向:组织发展氛围的调节作用

Team Members’ Affective Commitment to Supervisor and the Collective Turnover Intention:The Moderating Role of Organization-Wide Developmental Climate

在理论研究的基础上,构建了团队成员的主管情感承诺影响其集体离职倾向的中介模型,和组织发展氛围调节二者关系的跨层次模型,并利用组织-员工匹配数据开展实证研究。结果发现:团队成员的主管情感承诺正向影响集体离职倾向;主管离职损失在二者之间起完全中介作用;组织发展氛围负向调节主管情感承诺和集体离职倾向之间的关系。研究结果有助于深入认识集体离职的形成机制,为组织提早建立集体离职预防机制提供理论支持。

Based on theoretical research,the present study constructs a mediation model of team members affective commitment to supervisor influencing their collective turnover intention,and a cross-level model about the moderating role of organization-wide developmental climate between this relationship,and conducts empirical research using organization-employee matching survey data.The results indicate that team members affective commitment to supervisor positively affects the collective turnover intention;the leader-departure loss plays a full intermediary role in the relationship between the affective commitment to supervisor and the collective turnover intention;the organization-wide developmental climate negatively moderates the relationship between the affective commitment to supervisor and the collective turnover intention.The findings help to understand the formation mechanism of collective turnover and provide theoretical support for the organization to establish a collective turnover prevention mechanism.