组织支持感对新生代农民工离职意愿的影响效应研究  

The Impact of Perceived Organizational Support on the Turnover Intention of Second-Generation Migrant Workers

作　　者：淦未宇[1,2] 刘伟[1] 徐细雄[1] 

机构地区：[1]重庆大学经济与工商管理学院 [2]西南政法大学管理学院

出　　处：《管理学报》2015年第11期1623-1631,共9页Chinese Journal of Management

基　　金：国家自然科学基金资助项目(71572019);国家社会科学基金资助青年项目(12CGL054);重庆大学中央高校基本科研业务费资助重大项目(CQDXWL-2013-Z005;106112015CDJSK02XK12)

摘　　要：通过问卷调查方法,考察了组织支持感对新生代农民工离职意愿的影响效应及实现路径。研究结果表明,组织支持感对农民工离职意愿具有显著的负向影响;组织公平感和身份认同感均对组织支持感与离职意愿之间的关系起显著的中介作用;将组织公平感和身份认同感共同纳入中介效应模型后,二者的中介作用解释了组织支持感影响农民工离职意愿的绝大部分变异。研究结论深化和拓展了我国新生代农民工频繁离职现象的理论认知;同时,也对组织支持和身份认同等领域的研究贡献了新的知识。Second-generation migrant workers in China frequently change jobs,which even becomes a trend of being temporary workers.This not only reduces migrant workers＇ employment quality and their career development,but also hinders the normal order of enterprises＇ production and employment system.By collecting data from self-administered questionnaire,this study examines the impact of perceived organizational support（POS）on turnover intention of migrant workers,and explores the potential path of influence.The empirical results indicate that（1）the turnover intention of migrant workers is negatively related to their POS;（2）both organizational justice and identity play a significant intermediary role on the relationship between POS and turnover intention,and（3）introducing organizational justice and identity into the mediating effect model,these two factors explain the vast majority variation of second-generation migrant workers＇ turnover intention.This research deepens and expands theoretical understanding on the job hopping phenomenon of second-generation migrant workers,and also contributes to the literature in the field of POS and Identity.

关 键 词：新生代农民工 组织支持感 组织公平 身份认同 离职意愿 

分 类 号：C93[经济管理—管理学]