沟通满意度对离职倾向、工作绩效的影响研究——组织承诺的中介作用  

Research on the Impact of Communication Satisfaction on Turnover Intention and Job Performance

作　　者：刘彧彧[1] 钟晨[1] 郑娜[1] 

机构地区：[1]中国人民大学商学院,北京100872

出　　处：《管理学家（学术版）》2010年第6期45-62,共18页

摘　　要：国外已经有学者研究过沟通满意度同离职倾向以及工作绩效间的关系,但是并没有探讨两者间的中介作用,而国内相关研究几乎是空白的。通过对215位在职工作人员的实证研究探讨了人口统计学变量对各研究变量的影响、沟通满意度同离职倾向以及工作绩效间的关系,并试图验证组织承诺在其中的中介作用。研究结果显示:部分人口统计学变量分别对部分研究变量存在显著差异;沟通满意度同离职倾向存在显著的负相关关系,组织承诺在其中起完全中介作用;沟通满意度同工作绩效存在显著的正相关关系,组织承诺在其中并无中介作用。There are many researches about the relationship between Communication Satisfaction and Job Performance, but few studies focus on the mediating effects and the relative studies inland are almost blank. By measuring 215 employees, this research explored the impacts of demographic variables on study variables and the relationships of Communication Satisfaction, turnover intention and job performance empirically, and we attempt to testify the mediating effects in it. The model is as follows： Using empirical research, we reach the following results. First, several demographic variables are significantly different in study variables. Secondly, Communication Satisfaction is negatively related with turnover intention and organizational commitment is completely mediating the two variables. Thirdly, communication is positively related with job performance and organizational commitment didn＇ t have the mediating effects directly.

关 键 词：沟通满意度 组织承诺 离职倾向 工作绩效 

分 类 号：C93[经济管理—管理学]