员工晋升前景对其离职意向的影响研究——基于“个体”和“关系”的视角  

The Effect of Promotion Prospect on Employee Turnover Intention-An Agentic and Communal Perspective

作　　者：白彦 何辉[2] Bai Yan;He Hui(School of Labor and Human Resources,Renmin University of China,Beijing,100872;School of Business,Beijing Technology and Business University,Beijing,100048)

机构地区：[1]中国人民大学劳动人事学院,北京100872 [2]北京工商大学商学院,北京100048

出　　处：《福州大学学报（哲学社会科学版）》2024年第4期102-110,172,共10页Journal of Fuzhou University(Philosophy and Social Sciences)

摘　　要：基于资源保存理论和前景理论,从“个体”和“关系”的双视角探究了员工晋升前景对离职意向的影响及其作用机理,并检验了个体风险态度的边界作用。实证研究选取北京、上海、广州、西安、成都的1248名企业员工为调研对象,结果表明:员工晋升前景对离职意向有着负向影响;员工-工作幸福感和组织-情感承诺均在晋升前景与离职意向之间发挥中介作用;风险态度负向调节了工作幸福感、组织情感承诺在晋升前景与离职意向之间的中介作用。Based on the resource conservation theory and prospect theory,1248 employees from Beijing,Shanghai,Guangzhou,Xi'an,and Chengdu were selected as samples.The"agentic"and"communal"conceptual frameworks are employed to advance a dual-process model with the objective of elucidating the mechanism that underlies the relationship between promotion prospect and employee turnover intention.The results are as follows:Promotion prospect significantly reduces employee turnover intentions.Employee work happiness and organizational affective commitment serve as mediators in the negative association between promotion prospect and turnover intentions.Additionally,employee risk attitudes negatively moderate the impact of promotion prospect on turnover intentions through the mediation of employee work happiness and organizational affective commitment.

关 键 词：晋升前景 离职意向 工作幸福感 情感承诺 风险态度 

分 类 号：F272.9[经济管理—企业管理]