互联网行业员工离职行为的传染性:一个有调节的中介模型  

Infectiousness of Employee Turnover Behavior in the Internet Industry:A Moderated Mediation Model

作　　者：徐建新[1] 刘悦雯 付怡 栾泳洁 XU Jianxin;LIU Yuewen;FU Yi;LUAN Yongjie(School of Management,Hangzhou Dianzi University,Hangzhou 310018,Zhejiang,China)

机构地区：[1]杭州电子科技大学管理学院,浙江杭州310018

出　　处：《信息与管理研究》2024年第1期43-53,共11页Journal of Information and Management

基　　金：浙江省哲学社会科学规划课题(20NDJC089YB);教育部人文社科研究项目(20YJA630073)。

摘　　要：从心理学的归因理论出发,探究留任员工的外部归因对其离职意图的影响,并分析工作满意度的中介作用和组织支持感的调节作用。基于202份有效问卷数据,利用SPSS26.0与AmOs24进行数据分析,运用逐次回归法对提出的有调节的中介假设模型进行检验。研究表明:留任员工的外部归因会正向影响其离职意图;工作满意度在外部归因和离职意图间存在中介效应;组织支持感负向调节工作满意度与离职意图之间的关系,并调节工作满意度在外部归因与离职意图之间的中介作用。Based on the attribution theory of psychology,the influence of external attribution of retained employees on their turnover intention is explored,and the mediating effect of job satisfaction and the moderating effect of perceived organizational support are analyzed.Based on 202 valid questionnaire data,data analysis was performed by means of SPSS 26 and Amos 24,and the proposed mediated hypothesis model with moderation was tested with the method of successive regression.The results show that:the external attribution of retained employees positively affects their turnover intention;job satisfaction has mediating effect between external attribution and turnover intention;and perceived organizational support negatively moderates the relationship between job satisfaction and turnover intention,and plays a mediating role of job satisfaction between external attribution and turnover intention.

关 键 词：离职传染 组织支持感 工作满意度 归因理论 离职意图 

分 类 号：F272.92[经济管理—企业管理]