工作投入与离职倾向之间的交叉滞后分析
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摘要
为探讨工作投入与离职倾向之间的因果关系,基于资源保存理论和社会交换理论视角,采用交叉滞后研究方法对893名员工进行了为期8个月的追踪调查。实证结果表明:①工作投入与离职倾向之间互为因果关系,即工作投入负向预测员工8个月后的离职倾向,离职倾向亦能负向预测8个月后的工作投入;②就预测力大小而言,工作投入对员工离职倾向的负向预测力更强。
In order to examine the causal relationship between work engagement and turnover intentions,this study adopted cross-lagged research method and investigated the 893 employees over a period of 8 months. Drawing on the conservation of resources theory and social exchange theory and,the hypotheses were developed. The empirical results show that: ①the causal relationship between work input and turnover intention is that the work input negatively predicts the employee' s turnover intention after 8 months,and the turnover intention can also negatively predict the work input after 8 months; ② in terms of predictive power,the negative predictive power of work input on employee turnover intention is stronger.
In order to examine the causal relationship between work engagement and turnover intentions,this study adopted cross-lagged research method and investigated the 893 employees over a period of 8 months. Drawing on the conservation of resources theory and social exchange theory and,the hypotheses were developed. The empirical results show that: ①the causal relationship between work input and turnover intention is that the work input negatively predicts the employee' s turnover intention after 8 months,and the turnover intention can also negatively predict the work input after 8 months; ② in terms of predictive power,the negative predictive power of work input on employee turnover intention is stronger.
引文
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[10]HOBFOLL S E.The influence of culture,community,and the nested-self in the stress process:advancing conservation of resources theory[J].Applied Psychology,2001,50(3):337-421.
[11]KAHN W A.Psychological conditions of personal engagement and disengagement at work[J].Academy of Management Journal,1990,33(4):692-724.
[12]SCHAUFELI W B,BAKKER A B,SALANOVA M.The measurement of work engagement with a short questionnaire[J].Educational&Psychological Measurement,2016,66(4):701-716.
[13]CHEN Z X,FRANCESCO A M.Employee demography,organizational commitment,and turnover intentions in China:do cultural differences matter[J].Human Relations,2000,53(6):869-887.
[14]吴艳,温忠麟.结构方程建模中的题目打包策略[J].心理科学进展,2011,19(12):1859-1867.
[15]SCHAUFELI W.Work engagement:what do we know and where do we go[J].Romanian Journal of Applied Psychology,2012,14(1):3-10.
[16]SAKS A M.Antecedents and consequences of employee engagement[J].Journal of Managerial Psychology,2006,21(7):600-619.
[17]RICH B L,LEPINE J A,CRAWFORD E R,et al.Job engagement:antecedents and effects on job performance[J].Academy of Management Journal,2010,53(3):617-635.
[2]SAKS A M,GRUMAN J A.What do we really know about employee engagement[J].Human Resource Development Quarterly,2014,25(2):155-182.
[3]HARTER J K,SCHMIDT F L,HAYES T L,et al.Business-unit-level relationship between employee satisfaction,employee engagement,and business outcomes:a meta-analysis[J].Journal of Applied Psychology,2002,87(2):268-279.
[4]BARRICK M R,THURGOOD G R,SMITTH T A,et al.Collective organizational engagement:linking motivational antecedents,strategic implementation,and firm performance[J].Academy of Management Journal,2015,58(1):111-135.
[5]SCHAUFELI W B,BAKKER A B.Job demands,job resources,and their relationship with burnout and engagement:a multi-sample study[J].Journal of Organizational Behavior,2004,25(3):293-315.
[6]CAESENS G,STINGLHAMBER F,MARMIER V.The curvilinear effect of work engagement on employees'turnover intentions[J].International Journal of Psychology,2016,51(2):150-155.
[7]郑伟波,董暖,郑屹.工作投入与嵌入对离职倾向的影响研究[J].西安电子科技大学学报(社会科学版),2016,26(3):1-7.
[8]COETZEE M,VAN DYK J.Workplace bullying and turnover intention:exploring work engagement as a potential mediator[J].Psychological Reports,2018,121(2):375-392.
[9]HOBFOLL S E.Conservation of resources:a new attempt at conceptualizing stress[J].American Psychologist,1989,44(3):513-524.
[10]HOBFOLL S E.The influence of culture,community,and the nested-self in the stress process:advancing conservation of resources theory[J].Applied Psychology,2001,50(3):337-421.
[11]KAHN W A.Psychological conditions of personal engagement and disengagement at work[J].Academy of Management Journal,1990,33(4):692-724.
[12]SCHAUFELI W B,BAKKER A B,SALANOVA M.The measurement of work engagement with a short questionnaire[J].Educational&Psychological Measurement,2016,66(4):701-716.
[13]CHEN Z X,FRANCESCO A M.Employee demography,organizational commitment,and turnover intentions in China:do cultural differences matter[J].Human Relations,2000,53(6):869-887.
[14]吴艳,温忠麟.结构方程建模中的题目打包策略[J].心理科学进展,2011,19(12):1859-1867.
[15]SCHAUFELI W.Work engagement:what do we know and where do we go[J].Romanian Journal of Applied Psychology,2012,14(1):3-10.
[16]SAKS A M.Antecedents and consequences of employee engagement[J].Journal of Managerial Psychology,2006,21(7):600-619.
[17]RICH B L,LEPINE J A,CRAWFORD E R,et al.Job engagement:antecedents and effects on job performance[J].Academy of Management Journal,2010,53(3):617-635.
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