摘要
集体主义文化背景下,期望差距对新生代知识型员工离职意向的影响是一个值得关注的问题。基于497份问卷调查,通过整合自我差异理论和情感事件理论,扩展了期望差距的内涵并探讨了两者之间的中介机制。研究结果表明,新生代知识型员工的期望差距(现实工作与自我工作期望之间的差距、现实工作与重要他人工作期望之间的差距)越大,其产生积极情感的可能性减少;同时,其期望差距越大,则产生消极情感的可能性增加,进一步地会将这种情感转化为对其职业目标的追求,继而产生离职意向。研究结果对企业新生代知识型员工的管理实践具有较好的借鉴和指导作用。
The frequent voluntary turnover of Chinese new generation knowledgeable employees has raised concerns of social and academic circus.However,there is short of full understanding of how unmet expectations influence their turnover intentions in collectivism cultural background.This research expands the contents of unmet expectations and discusses the intervening mechanism of unmet expectations on turnover intentions by integrating self-discrepancy theory and affective events theory.Through 497 questionnaires,the research finds out that Chinese new generation knowledgeable employees＇ positive emotions would mediate the relationship between their unmet expectations and career commitment.Career commitment would positively influence turnover intentions.By controllingjob satisfaction and organizational commitment,the mediation analysis indicates Chinese new generation knowledgeable employees＇ negative emotions would mediate the relationship between their unmet expectations and career commitment.Career commitment would positively influence turnover intentions.
出处
《管理学报》
CSSCI
北大核心
2017年第12期1786-1794,共9页
Chinese Journal of Management
基金
国家自然科学基金资助项目(7B72027)
江苏省高校哲学社会科学研究基金资助项目(2017SJB0632)
江苏省社会科学应用以及精品工程资助项目(17SYB-121)
中国高等教育学会职业技术教育分会资助重点项目(GZYZD2017009)
江苏经贸职业技术学院青蓝工程资助项目
关键词
新生代知识型员工
期望差距
积极/消极情感
职业承诺
离职意向
Chinese new generation knowledgeable employees
unmet expectations
positive emo-tions
career commitment
professional commitment
turnover intentions
