| 职场排斥与员工离职倾向:组织认同与职业生涯韧性的作用 |
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| 引用本文： | 尹奎,刘永仁.职场排斥与员工离职倾向:组织认同与职业生涯韧性的作用[J].软科学,2013,27(4). |
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| 作者姓名： | 尹奎 刘永仁 |
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| 作者单位： | 山东大学劳动经济与人力资源研究中心,山东威海,264209 |
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| 摘 要： | 以社会认同理论与人格特质理论为研究视角,以山东地区263名员工为被试,研究职场排斥对离职倾向影响的作用机制与边界条件。研究结果表明:职场排斥对组织认同有显著负向影响,对离职倾向有显著正向影响,组织认同在职场排斥与离职倾向中起到完全中介作用;职业生涯韧性能缓冲职场排斥对员工离职倾向的影响,即高职业生涯韧性的员工在相同职场排斥情况下,其离职倾向更低。
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| 关 键 词： | 职场排斥 组织认同 离职倾向 职业生涯韧性 |
Workplace Ostracism and Turnover Intention:the Roles of Organizational Identification and Career Resilience |
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| YIN Kui
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LIU Yong-ren.Workplace Ostracism and Turnover Intention:the Roles of Organizational Identification and Career Resilience[J].Soft Science,2013,27(4). |
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| Authors: | YIN Kui LIU Yong-ren |
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| Abstract: | This paper explores the intermediary and regulatory role of organizational identification and career resilience between workplace obstruction and turnover intention in order to know how workplace ostracism affects employees' turnover intention.Using the date from 263 employees in Shandong Province,the result shows that Workplace ostracism positively affect the turnover intention and organizational identification plays an intermediary role;the higher the employees' career resilience,the weaker the relationship between workplace ostracism and turnover intention. |
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| Keywords: | workplace ostracism organizational identification turnover intention career resilience |
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