威权领导对95后员工离职倾向的影响——情绪衰竭和组织承诺的链式中介作用

The Impact of Authoritarian Leadership on the Turnover Tendency of Post-95 Employees:The Chain Mediating Role of Emotional Exhaustion and Organizational Commitment

人才是推动发展的第一资源。95后员工独特的思维模式和行为特征在为企业注入新鲜活力的同时,表现出的高离职率也为企业带来了人才流动的新挑战。以247名95后员工为研究对象,实证探究威权领导对员工离职倾向的影响及其作用机制。结果显示,威权领导不仅对员工离职倾向有直接正向预测作用,还能通过情绪衰竭的独立中介作用、组织承诺的独立中介作用以及情绪衰竭和组织承诺的链式中介作用3条路径对员工离职倾向产生间接影响。

Talent is the first resource to promote development.The unique thinking mode and behavioral characteristics of post-1995 employees inject fresh vitality into enterprises,while the high turnover rate also brings new challenges to the flow of talents for enterprises.Using 247 post-1995 employees as research objects,the influence of authoritarian leadership on employees’turnover intention and its mechanism are empirically explored.The results show that:Authoritarian leadership not only has a direct positive predictive effect on employee turnover intention,but also has an indirect impact on employee turnover intention through three paths:independent mediating effect of emotional exhaustion,independent mediating effect of organizational commitment,and chain mediating effect of emotional exhaustion and organizational commitment.