同事离职对留任员工离职意愿的影响路径研究  

On the Influencing Path of Colleagues' Turnover on Remainders' Turnover Intention

作　　者：王振源[1] 

机构地区：[1]上海大学管理学院,上海200444

出　　处：《当代财经》2013年第9期80-86,共7页Contemporary Finance and Economics

基　　金：国家自然科学基金项目(71102029);上海市教委科研创新项目(11YS26)

摘　　要：以高科技企业员工为访谈对象,探索同事离职事件对留任员工离职意愿的影响路径。经多案例访谈归纳发现同事离职事件主要通过两条路径造成影响:离职同事的消极情绪感染留任员工,促使留任员工表现出消极情绪,最终产生离职意愿;留任员工将同事离职原因归因为外部,引起留任员工的共鸣和消极情绪,最终产生离职意愿。此外,结果也发现社会网络、人格特质、人口统计变量和经历离职次数等会对上述两条路径产生调节作用。Having interviewed some employees in high-tech companies, this paper tries to explore the influencing path of colleagues＇ turnover on the turnover intention of the remaining employees. By summarizing many interview cases, it is found that the colleagues＇ turnover can leave some in- fluences mainly through two paths： their negative emotion can be contagious to the remaining employ- ees, spurring them to show negative emotion and finally bring forth turnover intention; the remaining employees would attribute colleagues＇ turnover to external factors, which would arouse their reso- nance and negative emotion and finally bring forth turnover intention. In addition, the results also in- dicate that social network, personality traits, demographic variables, times of turnover and so on can have regulating effect on the above-mentioned two paths.

关 键 词：同事离职 情绪感染 归因理论 离职意愿 

分 类 号：F272.92[经济管理—企业管理]