摘要
文章以182名新生代员工为研究样本,就辱虐管理与新生代员工离职倾向之间的关系进行了实证分析,在此基础上,进一步分析了新生代员工的情绪智力在这个关系中的调节作用。研究结果表明,辱虐管理正向影响新生代员工的离职倾向;在员工情绪智力四个维度中,自我情绪评估在辱虐管理与新生代员工离职倾向之间不存在调节作用;情绪调整、他人情绪评估和情绪运用三个维度在辱虐管理与新生代员工离职倾向之间存在显著调节作用。因此,企业应该从制度方面入手,减少来自领导的辱虐管理,有计划地开发员工的情绪智力,以此降低新生代员工的离职率。
This study takes 182 newgeneration employees as the research sample to analyze empirically abusive management and turnover intention of new generation employees, and on the basis of which, it discussesemployee,s emotional intelligence. The results show that abusive supervision is positively related to turnover intention of new generation employees. Among the four dimensions of employee,s emotional intelligence, there is no regulatory effect between the assessment of self-emotion and the turnover intention; the other three dimensions ： emotional adjustment, other people ’ s emotional assessment andemotional use have significant moderating effects between abusive management and turnover intention of nTherefore,enterprises should start from system construction,reduce abusive management from leaders, and cultivate staff, s emotionalintelligence with plans,so as to reduce the turnover rate of new generation employees.
作者
张燕君
单浪
ZHANG Yan-jun;SHAN Lang(School of Business, Xiangtan University, Xiangtan, Hunan, 411105,China)
出处
《西华大学学报（哲学社会科学版）》
2018年第3期87-92,共6页
Journal of Xihua University(Philosophy & Social Sciences)
关键词
辱虐管理
新生代员工
离职倾向
情绪智力
abusive management
new generation employees
turnover intention
emotional intelligence
