新生代员工为何频频离职——基于组织公平视角的实证研究

摘要/Abstract

摘要： 以新生代员工为研究对象,基于组织公平视角,将组织认同和权力距离有机整合,构建分配公平、程序公平和互动公平三种组织公平影响新生代员工离职倾向的理论模型,即分析组织认同和权力距离在三种组织公平影响新生代员工离职倾向形成过程中的中介效应和调节效应,并提出相应的研究假设。通过对收集到的376份有效样本数据进行统计分析,研究结果表明:三种组织公平对新生代员工离职倾向有显著的负向影响,影响效果由强到弱依次为互动公平、程序公平和分配公平;组织认同在分配公平和互动公平对新生代员工离职倾向关系间起着部分中介作用,组织认同在程序公平与新生代员工离职倾向间起着完全中介作用;权力距离正向调节分配公平、程序公平和互动公平对新生代员工离职倾向的影响作用,即权力距离导向越低,这三种组织公平与离职倾向间关系越强。

关键词: 新生代员工, 组织公平, 离职倾向, 组织认同, 权力距离

Abstract: This study took employees of the new generation as the research object, based on the perspective of organizational justice, integrated the organizational identification and power distance, built a theory model between three types of organization justices (distributive justice, procedural justice, interactive justice) and turnover intention of new generation employees, analyzed the mediation effect of organization identification and the moderation effect of power distance between the three types of organization justice and turnover intention, and proposed the corresponding research hypotheses. Through statistical analysis of 376 valid sample data, the research results showed that the three types of organization justice had significant negative impact on turnover intention of the employees of new generation, and the effects from strong to weak were interactive justice, procedural justice and distributive justice; organization identification play an partial mediator role in the relationship between distributive justice, interactive justice and turnover intention of the new generation employee, organization identification play a complete mediator role between procedural justice and turnover intention; power distance play an positive moderator role in the relationship between distributive justice, interactive justice and turnover intention of the new generation employee, in other words, the lower the power distance, the stronger the relationship between the three types of organization justices and turnover intention.

Key words: new generation employee, turnover intention, organization justice, organization identification, power distance

中图分类号:

F273.1

韩宏稳. 新生代员工为何频频离职——基于组织公平视角的实证研究[J]. , 2016(01): 61-69.

HAN Hong-wen. Why the New Generation of Employees Frequently Turnover-A Empirical Study from Organization Justice Perspective[J]. , 2016(01): 61-69.

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