知识员工可雇佣能力对离职倾向的影响研究——基于资源保存理论的调节中介模型  

The Impact of Employability on Turnover Intention of Knowledge Workers——A Moderated Mediation Model Based on Conservation of Resources Theory

作　　者：凌玲[1,2] 章璐璐 LING Ling;ZHANG Lulu(School of Public Administration,Guizhou University,Guiyang,Guizhou 550025;ASEAN Research Institute,Guizhou University,Guiyang,Guizhou 550025;School of Economics and Management,Chongqing University of Posts and Telecommunications,Chongqing,400065)

机构地区：[1]贵州大学公共管理学院,贵州贵阳550025 [2]贵州大学东盟研究院,贵州贵阳550025 [3]重庆邮电大学经济管理学院,重庆400065

出　　处：《管理现代化》2025年第1期153-161,共9页Modernization of Management

基　　金：国家自然科学基金项目“新生代员工可雇佣性对离职倾向的影响机理及组织干预策略研究”(71862007);教育部人文社会科学基金规划项目“职业女性职场焦虑与生育决策的双向影响机制及平衡策略研究”(24YJAZH084)。

摘　　要：知识员工是职场的主力军,也是企业竞争优势的重要来源,但该群体的高离职率给企业的生产经营和人力资源管理带来了极大的困扰和损失。基于资源保存理论,从可雇佣能力的视角探索知识员工离职,以职业成长为中介变量、工作资源为调节变量,通过对311名知识员工两阶段调查分析,研究发现,知识员工可雇佣能力与离职倾向之间存在显著的U形关系,职业成长在两者之间起中介作用,工作资源在两者之间起调节作用。研究厘清了可雇佣能力对离职倾向的影响机制,提出了预测知识员工离职的新思路,为组织干预知识员工离职、提高雇佣稳定性提供了理论指导和实践借鉴。The knowledge workers have become the main force of the workplace and the main source of competition among enterprises.Based on conservation of resources theory,taking career growth as mediator and job resources as moderator and using the questionnaire method,311 knowledge workers data were collected at two time points,the results show that:employability had a significant U shape influence on turnover intention;career growth partially mediated the relationship between employability and turnover intention;job resources played a moderating role in the relationship between employability and turnover intention.This study clarifies the influence mechanism of employability on turnover intention,puts forward a new idea to predict turnover of knowledge workers,and provides theoretical guidance and practical reference for organizations to intervene in the turnover of knowledge workers and improve employment stability.

关 键 词：知识员工 可雇佣能力 离职倾向 职业成长 工作资源 

分 类 号：C939[经济管理—管理学] C962