个体价值观在员工离职倾向决定中的调节效应研究

本文用逐级回归方法在分析了员工离职倾向的主要结构化变量和环境变量的解释能力的基础上,检验了员工个体的价值观在离职倾向决定过程中的调节效应。主要结论包括:第一,程序公平、报酬满意感、晋升机会、上级支持、技能多样性和其他工作机会对员工的离职倾向具有显著的解释能力。第二,员工价值观通过角色冲突和技能多样性对员工的离职倾向具有显著的调节作用,从而为员工离职倾向的权变主义观点提供了证据。文章最后讨论了本文研究结果的管理学含义。

Moderating Effect of Individual Value in the Model for Employee Turnover Intention

This study employed hierarchical regression to investigate the power of structural and environmental variables and interactions of a new variable, employee value of modernity, and structural-environmental variables in the Price turnover model with a data set from retail industry in China. The findings include: 1.Procedural justice, pay, promotional chances, supervisor support, skill variety from structural variables and perceived alternative employment opportunities from environmental variables explained turnover intention significantly.2.Interaction terms between value and role conflict and between value and skill variety exhibited significant effects in the regression and, therefore, provided evidence for contingency perspective of turnover intention literature.