摘要
针对派遣员工高离职率的问题,本文以302名就职于服务岗位的派遣员工为研究对象,采用层次回归的方法,对劳务派遣员工所感受到的来自用工单位的组织支持感与离职倾向之间的关系进行实证分析,并探讨了组织认同在其中的中介作用,以及表层扮演对此中介所起到的调节作用。研究发现,来自用工单位的组织支持感和派遣员工的离职倾向显著负相关,组织认同在两者关系中起到了完全中介作用,而表层扮演则对中介效应有显著的调节作用,具有较高水平表层扮演倾向或采用此种策略的派遣员工,其组织认同对离职倾向的负向影响显著减弱。本研究结果对于用工单位通过和派遣员工之间劳动关系的改善获得更高绩效水平具有一定的启示意义。
For reducing the turnover rate of dispatched employees,this paper analyzes the relationship between the employing units＇ perceived organizational support felt by dispatched employees and their turnover intention via hierarchical regression,and discusses the mediation function of organizational identification in it as well as the moderating effect in this mediation,with a sample of 302 dispatched employees in service position. According to the study,perceived organizational support from employing units has a significantly negative influence on the dispatched employees＇ turnover intention,and the organizational support plays a full mediating function while surface acting has a significant moderating effect on the mediating function. For the dispatched employees who have a high-level surface acting or adopt this strategy,the organizational support has less negative impact on their turnover intention. The study has certain enlightenment significance for the employing units to achieve higher level work performance through improving the relationship between the employing units and dispatched employees.
出处
《管理评论》
CSSCI
北大核心
2016年第10期193-201,共9页
Management Review
基金
国家自然科学基金项目(71272207)
关键词
派遣员工
组织支持感
离职倾向
组织认同
表层扮演
dispatched employees
perceived organizational support
turnover intention
organizational identification
surface acting
