基于跨层次被调节中介模型的新生代员工期望差距与离职意向研究

基于复合时空背景下28家企业的495名新生代员工和438名非新生代员工的调查问卷,考察新生代员工的期望差距对其离职意向的影响机制、职业承诺的中介作用以及环境自由的跨层调节作用,并运用多层次线性模型对跨层数据进行统计分析。研究结果表明:期望差距是“80后”和“90后”新生代员工离职意向的重要前因变量;职业承诺在“90后”新生代员工的期望差距与其离职意向之间起着部分中介作用,但是在“80后”新生代员工期望差距(现实工作与自我工作)与离职意向之间的中介作用不明显;组织环境自由对“90后”新生代员工的期望差距与离职意向的关系之间起到负向跨层调节作用,但在“80后”新生代员工的期望差距与离职意向的关系之间没有起到负向调节作用。

A Multilevel Moderated Mediation Model of Unmet Expectations and Turnover Intentions of Chinese New Generation Employees

Based on the questionnaires of 495 Chinese new generation employees and 438 Chinese non-new generation employees of 28 companies in the complex space-timebackground,the research aims to observe the influence mechanisms of unmet expectations of Chinese new generation employees on their turnover intentions,the mediating effect of career commitment and the cross-level regulation of environment freedom.Using a hierarchical linear model,we found out that the unmet expectations are the important antecedent variable of Chinese 80’and 90’new generation employees.Career commitment was the partial mediation of unmet expectations and turnover intention of Chinese 90’new generation employees.However,career commitment did not play the partially mediate of unmet expectations and turnover intention of Chinese 80’new generation employees.Environment freedom negatively cross-level regulated the relations between the unmet expectations and the career commitment of Chinese 90’new generation employees.However,environment freedom did not negatively cross-level regulate the relations between the unmet expectations and the career commitment of Chinese 80’new generation employees.