摘要
文章从心理角度作为切入点,探讨了谦卑领导与员工离职倾向的作用机制,选取北京、山东、上海和浙江304个不同行业企业员工为样本,考察谦卑领导对于员工离职倾向的影响以及相对剥夺感如何对两种关系(谦卑领导与员工满意度、谦卑领导与离职倾向)产生调节效应。结果表明:谦卑领导对离职倾向具有负向影响效应,但是影响并不显著;员工满意度在谦卑领导和离职倾向之间起着部分中介作用;相对剥夺感起到显著性的调节作用,主要体现在相对剥夺感越高,谦卑领导与员工满意度之间的正向关系越弱;相对剥夺感越高,谦卑领导和离职倾向之间的负向关系越强。研究丰富了"谦卑领导理论"和"领导—员工"关系理论。
This paper,from the perspective of psychology,discusses the mechanism of humble leadership and employeesturnover intention. The paper selects 304 employees in different industries from Beijing,Shandong,Shanghai and Zhejiang assamples,investigates the effect of humble leadership on employees turnover intention and the moderating effect of relative de-privation on the two types of relationships(humble leadership and employees satisfaction,humble leadership and turnover in-tention). The results show that: The humble leadership has a negative effect on the turnover intention,but the effect is not sig-nificant;The employees satisfaction plays a partial mediating role in the relationship between humble leadership and turnoverintention;The relative deprivation plays a significant role in nature,mainly reflected in the higher the relative deprivation,the weaker the relationship between humble leadership and employees satisfaction;The higher the relative deprivation,theweaker the relationship between humble leadership and turnover intention. This study enriches the of"humble leadership theo-ry"and the theory of"leadership-staff relationship".
出处
《华东经济管理》
CSSCI
北大核心
2018年第1期5-11,共7页
East China Economic Management
基金
教育部人文社会科学研究规划基金项目(13YJA630041)
关键词
谦卑领导
离职倾向
员工满意度
相对剥夺感
humble leadership
turnover intention
employees satisfaction
relative deprivation
