双来源支持感对员工的影响与承诺的中间作用  

The Impact of Dual-Source Support on Employees and the Mediating Role of Commitment

作　　者：阎亮[1] 樊耘[2] 

机构地区：[1]陕西师范大学国际商学院,西安710119 [2]西安交通大学管理学院,西安710061

出　　处：《商业研究》2016年第11期136-143,共8页Commercial Research

基　　金：教育部人文社会科学研究青年基金项目;项目编号:15YJC630153;中国博士后科学基金面上项目;项目编号:2015M570811;中央高校基本科研业务费专项资金项目;项目编号:15SZYB26

摘　　要：通过432对样本的实证研究,本文分析了员工双来源支持感通过员工组织和主管承诺影响员工离职倾向和组织公民行为的作用机制。结果表明:员工组织支持感正向显著影响其组织承诺,主管支持感正向显著影响其主管承诺;员工的组织承诺负向显著影响离职倾向,正向显著影响组织公民行为;主管承诺正向显著影响其组织承诺,主管承诺对离职倾向和组织公民行为的影响不显著,主管的组织承诺在员工主管承诺和组织承诺关系间起到调节效应。Through the empirical analysis based on the 432 supervisor-subordinate paired samples, the paper discusses the mechanisms that perceived dual-source support influences the employee turnover intention and organizational citizenship behavior through the organizational and supervisor commitment. The results show that perceived organizational support positively significantly affects organizational commitment, and supervisory support positively significantly affects suporvisor commitment; organizational commitment significantly negatively affects turnover intention, and positively affects organizational citizenship behavior; supervisor commitment positively influences organizational commitment, supervisor commitment＇s effect on turnover intention and organizational citizen behavior are non-significant, while supervisor＇s organizational commitment has the moderating effect between subordinate＇s supervisor commitment and organizational commitment.

关 键 词：组织支持感 主管支持感 组织承诺 主管承诺 主管的组织承诺 

分 类 号：F272.92[经济管理—企业管理]