工作资源对员工离职意向的影响——工作—家庭冲突的中介作用与主动性人格的调节作用  

Effect of Job Resources on Employees’ Turnover Intention——The Mediating Role of Work-family Conflict and Moderating Role of Proactive Personality

作　　者：江红艳[1] 杨军[1] 孙配贞[2] 陈洋 JIANG Hong-yan;YANG Jun;SUN Pei-zhen;CHEN Yang(School of Management,China University of Mining and Technology,Xuzhou 221116;School of Psychology,Jiangsu Normal University,Xuzhou 221116)

机构地区：[1]中国矿业大学管理学院,江苏徐州221116 [2]江苏师范大学心理学系,江苏徐州221116

出　　处：《软科学》2018年第10期67-70,共4页Soft Science

基　　金：国家自然科学基金项目(71672187、71302141);江苏高校“青蓝工程”项目(2017)

摘　　要：探讨了工作资源与员工离职意向之间的关系,以及工作-家庭冲突的中介作用和主动性人格的调节作用。对323份有效问卷的调查结果进行分析,结果表明：工作-家庭冲突在工作资源与离职意向之间起完全中介作用;主动性人格调节工作-家庭冲突对离职意向的影响,即对于高主动性人格的员工,工作-家庭冲突显著提高离职意向,对于低主动性人格的个体,工作-家庭冲突显著降低离职意向。This paper investigates the mediating effect of work-family conflict and moderating role of proactive personality in the relationship between job resources and turnover intention. Analyzing the obtained 323 valid questionnaires,results reveal that work-family conflict fully mediates the relationship between job resources and turnover intention. Proactive personality moderates the relationship between work-family conflict and turnover intention. Specially,for employees with a high level of proactive personality,work-family conflict significantly increases turnover intention. For employees with a low proactive personality,work-family conflict significantly decreases turnover intention.

关 键 词：工作资源 工作-家庭冲突 离职意向 主动性人格 资源保存理论 

分 类 号：F272.92[经济管理—企业管理]