公务员职业压力与离职意愿:基于工作要求-资源模型视角  

Civil Servants’ Occupational Stress and Turnover Intention:Based on the Job Demand-Resource Model

作　　者：赵君[1] 谢玉平 王静[1] ZHAO Jun;XIE Yuping;WANG Jing(School of Public Administration,Zhongnan University of Economics and Law,Wuhan 430073,China)

机构地区：[1]中南财经政法大学公共管理学院,湖北武汉430073

出　　处：《燕山大学学报（哲学社会科学版）》2023年第2期58-65,共8页Journal of Yanshan University:Philosophy and Social Science

基　　金：国家自然科学基金面上项目(72072184);教育部人文社会科学研究青年基金项目(20YJC630224);中南财经政法大学中央高校基本科研业务费专项资金(2722022EY022)。

摘　　要：基于工作要求-资源模型,构建一个公务员职业压力与离职意愿的三重调节效应模型。研究发现:领导成员交换和领导支持分别负向调节公务员职业压力与离职意愿之间关系;领导成员交换和领导支持在公务员职业压力与离职意愿之间具有三重调节效应,即当领导成员交换和领导支持均处于高水平时,公务员职业压力与离职意愿之间的关系最弱。研究结论可为缓解公务员职业压力负效应,稳定和建设公务员队伍提供指导。Based on the job demand-resource model,this study has developed a three-way interaction model about the relationship between the civil servants’occupational stress and turnover intention.The study has the following findings:Leader-member exchange and leader support negatively moderates the relationship between occupational stress and turnover intention respectively.The interaction of leader-member exchange and leader support significantly moderates the relationship between occupational stress and turnover intention,and the positive effect of occupational stress on turnover intention is the lowest when leader-member exchange and leader support are high.These findings have some enlightenment on relieving the negative outcomes of occupational stress,and constructing the civil servants’team.

关 键 词：职业压力 离职意愿 领导成员交换 领导支持 

分 类 号：F272.92[经济管理—企业管理]