组织支持感对离职意愿和工作绩效影响的元分析

A meta-analysis of perceived organizational support on turnover intention and job performance

学者们在关于组织支持感对离职意愿和工作绩效的研究结果并未达成共识,因此,通过回顾关于组织支持感与离职意愿和工作绩效关系的实证类文献,采用元分析的研究方法对收集整理的文献进行统计分析,以探究组织支持感对离职意愿和工作绩效的影响。研究结果表明:组织支持感与离职意愿呈较强的负向相关关系,组织支持感与工作绩效呈中等程度正相关关系;组织支持感对离职意愿和工作绩效的影响在不同行业中存在显著差异,相较于制造业,在服务业中,组织支持感对离职意愿的负向影响更小,但对工作绩效的正向影响更大。

There is no consensus on the relationship between organizational support and turnover intention and job performance. As a consequence, through sorting out empirical literature on the relationship between perceived organizational support and turnover intention and job performance, meta-analysis was used to conduct statistical analysis on the collected literature, so as to explore the effect of perceived organizational support on turnover intention and job performance. The research results show there is a negative correlation between perceived organizational support and turnover intention, and a positive correlation between perceived organizational support and job performance. Moreover, the effect of perceived organizational support on turnover intention and job performance is significantly different in different industries. Compared with the manufacturing industry, the negative impact of perceived organizational support on turnover intention is less, but the positive impact on job performance is greater in the service industry.