工作资源对新生代员工离职倾向影响研究--社会阶层的调节作用

Study on the Influence of Job Resources on the Turnover Intention of New Generation Employees--The Moderation Role of Social Class

基于工作要求-资源理论和资源保存理论,从质量型工作不安全感视角重新识别了工作资源影响新生代员工离职倾向的中介机制,并发现工作资源与离职倾向关系中存在调节边界。结果表明,工作资源负向影响新生代员工离职倾向,质量型工作不安全感在工作资源与离职倾向之间起到完全中介作用,工作资源通过减少质量型工作不安全感继而减少新生代员工的离职倾向;社会阶层在主效应中起到负向调节作用,即工作资源降低离职倾向的作用对于高社会阶层员工效果更明显,而对于低社会阶层员工效果不显著。

Based on the JD-R theory and Resource Conservation theory, this paper reidentifies the intermediary mechanism of the influence of job resources on turnover intention of new-generation employees, and finds that there is a regulatory boundary between job resources and turnover intention. Results show that job resources negatively affect turnover intention of new generation employees, and qualitative job insecurity plays a completely mediating role between job resources and turnover intention.Job resources reduce turnover intention of the new generation of employees by reducing the qualitative job insecurity of employees.Social class plays a negative role in the main effect, that is, the role of job resources in reducing turnover intention is more obvious for high social class employees, but is not significant for low social class employees.