认知坚韧性:组织匹配影响员工离职的个体认知调节资源  

Cognitive Hardiness:A Cognitive Style Buffering between Nonfit Organization and Turnover Intention

作　　者：章小丹 郑少凤 邹智敏 ZHANG Xiao-dan;ZHENG Shao-feng;ZOU Zhi-min(Department of Psychology,Sun Yat-sen University,Guangzhou 510006,China;Graduate School of Informatics,Nagoya University,Nagoya 464-8601,Japan)

机构地区：[1]中山大学心理学系,广州510006 [2]日本名古屋大学情报学研究科,名古屋

出　　处：《应用心理学》2020年第3期250-258,共9页Chinese Journal of Applied Psychology

基　　金：国家自然科学基金(71402194);中山大学研究生院重点发展项目(kcjs201920)资助

摘　　要：基于人-组织匹配、资源保护和认知坚韧等理论,考察了人-组织匹配对员工离职意向的影响机制以及认知坚韧于其中的调节作用。通过对395名企事业单位员工的问卷调查进行数据分析,结果表明:人-组织匹配显著负向预测员工的离职意向;工作满意度在人-组织匹配与员工离职意向之间起完全中介作用,且认知坚韧调节了这一中介过程的后半路径,即相较于低认知坚韧水平,高认知坚韧水平更有助于缓解低工作满意度对离职意向的消极影响。Previous research show that person-organization fit has a predictive effect on turnover intention through job satisfaction as a full mediator.In fact,the effect of job satisfaction on turnover intention has been found various in term of individual’s cognitive style.Thus,the current research aimed to examine the possible buffering effect of cognitive hardiness,a cognitive style with which individual can effectively cope with daily stresses,involved in the process.A total of 395 working employees participated in the questionnaire.Data were analyzed using hierarchical regression,aided with bootstrapping methods.The results showed that:(1)Person-organization fit affected turnover intention completely through the mediation of job satisfaction.(2)The mediation of person-organization fit on turnover intention through job satisfaction was moderated by employees’cognitive hardiness,and the moderation effect only took place in the latter stage of the process.The findings not only extended the theoretical framework of person-organization fit to turnover intention with a moderated mediation model,but also provided suggestions to managers that it is important to assess and train employee’s cognitive hardiness.

关 键 词：人-组织匹配 离职意向 工作满意度 认知坚韧 

分 类 号：F272.92[经济管理—企业管理]