基于工作嵌入视角的组织伦理气候与员工离职行为关系研究  

Organizational Ethical Climate and Voluntary Turnover: An Empirical Study on Job Embeddedness Theory

作　　者：杨春江[1] 李陶然[1] 逯野[1,2] 

机构地区：[1]燕山大学经济管理学院 [2]东北石油大学秦皇岛分校

出　　处：《管理学报》2014年第3期351-359,共9页Chinese Journal of Management

基　　金：国家自然科学基金资助项目(71272162,71102152);教育部人文社会科学研究青年基金资助项目(11YJC630146,10YJC630321)

摘　　要：以组织依附理论和映像理论为基础,通过对344名企业员工进行问卷调查,探讨员工工作嵌入与自我效能感在组织伦理气候与员工离职行为关系中分别起到的中介和调节作用。研究表明,规则型伦理气候对员工离职有显著的负向影响,并且工作嵌入在其间起到了部分中介作用;关怀型伦理气候对员工工作嵌入有显著的正向影响;自利型伦理气候对员工工作嵌入有显著的负向影响;自我效能感在工作嵌入与离职行为之间的关系中存在显著的调节效应,员工的自我效能感越高,工作嵌入对离职行为的负向影响越弱。Based on organization attachment theory and image theory, we explore the mediating role of job embeddedness in the OEC-VT relationship and the moderating effect of self-efficacy on the relationship between job embeddedness and voluntary turnover. Hierarchical regression analyses of a sample of 344 employees show that.. 1） rules ethical climate relates negatively to voluntary turnover, and job embeddedness partly mediates the relationship between rules ethical climate and voluntary turnover; 2） caring ethical climate relates positively to job embeddedness; 3） instrumental ethical cli- mate relates negatively to job embeddedness; 4） self-efficacy moderates the relationship between job embeddedness and voluntary turnover such that job embedddeness has a weaker negatively effect on voluntary turnover for high self-efficacy than low individuals. Managerial implications and limitations of this study are discussed.

关 键 词：组织伦理气候 主动离职 工作嵌入 自我效能感 

分 类 号：C93[经济管理—管理学]