社会交互作用与员工离职意向:组织认同和核心自我评价的作用  

Social Interaction and Employees’ Turnover Intention:the Role of Organizational Identity and Core Self-evaluation

作　　者：舒倩 姚瑶[1] SHU Qian;YAO Yao(School of Business,Anhui University,Hefei,Anhui 230601,China)

机构地区：[1]安徽大学商学院

出　　处：《河北北方学院学报（社会科学版）》2019年第5期64-68,79,共6页Journal of Hebei North University：Social Science Edition

基　　金：国家自然科学基金面上项目(71872001);安徽省哲学社会科学规划重点项目(AHSKZ2017D02)

摘　　要：基于资源保存理论和社会交换理论,构建社会交互作用、组织认同、核心自我评价和离职意向之间关系的理论模型。对324名企业员工进行调研,采用因子分析法、相关性分析法和层级回归法对数据进行分析,结果表明:社会交互作用负向影响员工离职意向,可通过组织认同作用于员工离职意向,核心自我评价在社会交互作用与员工离职意向之间起调节作用。Based on resource conservation theory and social exchange theory,a theoretical model of the relationship among social interaction,organizational identity,core self-evaluation and turnover intention is constructed.By means of factor analysis,correlation analysis and hierarchical regression analysis,the present study makes a survey among 324 employees.The result shows that social interaction has a negative influence on employee turnover intention,organizational identity can act on employees'turnover intention,and core self-evaluation works between social interaction and employees'turnover intention.

关 键 词：社会交互作用 组织认同 核心自我评价 离职意向 

分 类 号：F272.9[经济管理—企业管理]