劳资冲突对员工离职倾向的影响机理——一个有调节的中介模型  

The Influence Mechanism of Labor Conflict on Employee Turnover Intention:A Moderated Mediation Model

作　　者：唐雪梅 赖胜强[2] TANG Xuemei;Lai Shengqiang(School of Journalism and Communication,Southwest University of Political Science and Law,Chongqing 401120,China;School of management,Chongqing University of Technology,Chongqing 401320,China)

机构地区：[1]西南政法大学新闻传播学院,重庆401120 [2]重庆理工大学管理学院,重庆401320

出　　处：《财经论丛》2022年第7期102-112,共11页Collected Essays on Finance and Economics

基　　金：国家社科基金项目(21BXW059);重庆市教委人文社科基金项目(21SKGH425)。

摘　　要：我国企业劳资冲突逐渐进入高发期,员工在经历劳资冲突后可能采取逃离行为。本文基于情感事件理论,从个人情绪认知视角出发,通过情境实验分析个体负向情绪和组织信任在劳资冲突和离职倾向之间的作用机制,并在此基础上探究企业采取的情感和功能修复策略与劳资冲突类型的适配对离职倾向的调节作用。研究证实在工具型劳资冲突中,功能策略的修复效果优于情感策略的效果,而在情感型劳资冲突中,两种策略的效果无显著差异。The labor conflicts in Chinese enterprises has gradually happened with increasing frequency,and the employees may adopt the escape measure after experiencing the labor conflict.Based on the emotional event theory and from the perspective of personal emotional cognition,this paper applies situational experiments to analyze the mechanism of individual negative emotion and trust in the organization between the labor conflict and the turnover intention.In addition,it also explores the moderating effect of the emotional repair strategy and the functional repair strategy adopted by enterprises and the types of the labor conflict on employees’turnover intention.The results show that the effect of the functional strategy is better than that of the emotional repair strategy in the conflict of interest,but there is no significant difference between the two strategies in the emotional conflict.

关 键 词：劳资冲突 离职倾向 信任修复 

分 类 号：F246[经济管理—劳动经济]