工作不安全感对知识型员工离职倾向的影响研究——一个有调节的双中介模型  

The Impact of Job Insecurity on Knowledge Workers’Turnover Intention——A Moderated Dual-mediation Model

作　　者：张斌[1] 马继康 徐琳[1] ZHANG Bin;MA Jikang;XU Lin(School of Business Administration,Anhui University of Finance and Economics,Bengbu,Anhui 233030)

机构地区：[1]安徽财经大学工商管理学院,安徽蚌埠233030

出　　处：《商学研究》2024年第4期91-101,共11页Commercial Science Research

基　　金：安徽省高校人文社科研究重点项目(SK2020A0023);安徽财经大学研究生科研创新基金项目(ACYC2023038)。

摘　　要：基于资源保存理论与社会交换理论,采用二阶段问卷调查法对300份样本进行分析,并运用PROCESS程序对有调节的中介效应模型进行检验。研究发现:工作不安全感正向影响知识型员工的离职倾向;情绪耗竭、组织承诺在工作不安全感与知识型员工离职倾向之间具有中介效应;领导政治技能降低了工作不安全感对情绪耗竭的正向影响以及对组织承诺的负向影响;领导政治技能负向调节情绪耗竭、组织承诺在工作不安全感与知识型员工离职倾向之间的中介效应。本文研究结果为企业降低知识型员工离职倾向提供了理论与实践参考。Based on resource conservation theory and social exchange theory,this study analyzes 300 sample data using a two-stage questionnaire survey method and tests the moderated mediation model using PROCESS procedure.The research results indicate that job insecurity positively affects knowledge workers’turnover intention;emotional exhaustion and organizational commitment play a mediating role between job insecurity and knowledge workers’turnover intention;leadership political skills weaken the positive impacts of job insecurity on emotional exhaustion and the negative impacts on organizational commitment;leadership political skills negatively moderate the mediating effects of emotional exhaustion and organizational commitment between job insecurity and knowledge workers’turnover intention.The research results provide theoretical and practical reference for enterprises to reduce knowledge workers’turnover intention.

关 键 词：工作不安全感 离职倾向 知识型员工 情绪耗竭 组织承诺 

分 类 号：F272.92[经济管理—企业管理]