负责任的领导如何影响员工在中国的营业额意图:一个心理合同的视角
Zhiyong Han1, Dan Wang1, Yu Cheng1
1School of Business Administration, Anhui University of Finance and Economics, Bengbu, China.
负责任的领导力 (RL) 直接减少了员工流动的意图,并间接地通过减轻心理合同违规 (PCV). 组织识别削弱了这种PCV调解效应,为管理者提供了保留员工的策略.
科学领域:
- 组织行为 组织行为
- 人力资源管理 人力资源管理
背景情况:
- 高员工流动率威胁到组织的稳定性和竞争力.
- 众所周知,负责任的领导力 (RL) 降低了营业额的意图,但潜在的机制需要进一步调查.
- 现有的理论,包括心理合同违约 (PCV) 的差异模型和领导的替代品,为理解这种关系提供了一个框架.
研究的目的:
- 通过PCV调查RL对员工流动意向的间接影响.
- 检查组织识别在RL-PCV-周转意向路径中的调节作用.
主要方法:
- 从中国公司的389名员工收集的数据.
- 使用SPSS和Amos进行统计分析,包括确认因素分析 (CFA),相关性分析和假设测试.
主要成果:
- RL直接降低了员工的员工流动意图.
- 通过对PCV产生积极影响,RL间接降低了营业额的意图.
- 组织识别会对RL-PCV联系产生负面影响,削弱PCV的调解作用.
结论:
- 通过直接和间接的途径,RL有效地抑制了员工的流动意图.
- 组织识别在缓解RL对PCV的影响方面发挥着至关重要的作用.
- 调查结果为管理人员提供了实用的见解,以培养负责任的领导力和提高员工留守率.
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