付出-回馈失衡对高校教师离职倾向的影响研究
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摘要
目的探究高校教师的付出-回馈失衡、过度投入与离职倾向的关系以及过度投入在付出-回馈失衡与离职倾向之间的调节效应。方法在31所本科院校选取高校教师384人,采用付出-回馈失衡量表、过度投入量表以及离职倾向量表开展调查。结果付出-回报失衡对离职倾向具有正向预测性;过度投入对离职倾向具有正向预测性;付出-回馈失衡与过度投入对离职倾向具有交互作用。结论付出-回馈失衡与过量的情感投入均会导致高校教师的离职倾向;高校教师的过度投入水平正向调节付出-回馈失衡对离职倾向的影响。
Objective To explore the relation of effort-reward imbalance overcommitment and turnover intention in college teachers,and the moderating role of overcommitment on the relationship between effort-reward imbalance and turnover intention. Methods Totally 384 college teachers from 31 universities were investigated with the effort-reward imbalance scale,overcommitment scale and turnover intention scale. Results The scores of effort-reward imbalance scale were positively correlated with scores of turnover intention scale; the scores of overcommitment scale were also positively correlated with scores of turnover intention scale; the moderating effect of overcommitment on the relationship between effort-reward imbalance and turnover intention was found. Conclusion It suggests that the effort-reward imbalance and excessive emotional input could lead to turnover intention of college teachers; and excessive emotional input could significantly change the relationship between the effort-reward imbalance and turnover intention.
Objective To explore the relation of effort-reward imbalance overcommitment and turnover intention in college teachers,and the moderating role of overcommitment on the relationship between effort-reward imbalance and turnover intention. Methods Totally 384 college teachers from 31 universities were investigated with the effort-reward imbalance scale,overcommitment scale and turnover intention scale. Results The scores of effort-reward imbalance scale were positively correlated with scores of turnover intention scale; the scores of overcommitment scale were also positively correlated with scores of turnover intention scale; the moderating effect of overcommitment on the relationship between effort-reward imbalance and turnover intention was found. Conclusion It suggests that the effort-reward imbalance and excessive emotional input could lead to turnover intention of college teachers; and excessive emotional input could significantly change the relationship between the effort-reward imbalance and turnover intention.
引文
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[3] Yun I,Hwang EG,Lynch J. Police Stressors,Job Satisfaction,Burnout,and Turnover Intention among South Korean Police Officers[J]. Asian Journal of Criminology,2015,10(1):23-41.
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[5]曾晓娟,刘春.高校青年教师离职倾向的实证调查与思考[J].高校教育管理,2015,9(1):100-105.
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[7]楚克群,宋国萍.付出-回馈失衡工作压力理论的迁移、拓展与展望[J].心理科学进展,2016,24(2):242-249.
[8]冉霞,徐济超,杨倩.工作价值观在付出-回报失衡影响中的调节作用[J].西安工业大学学报,2012,32(7):578-583.
[9] Bathman LM,Almond J,Hazi A,et al. Effort-reward Imbalance at Work and Pre-clinical Biological Indices of Ill-health:The Case for Salivary Immunoglobulin A[J]. Brain Behavior&Immunity,2013,33(5):74-79.
[10] Eller NH,Nielsen SF. Effort Reward Imbalance,and Salivary Cortisol in the Morning[J]. Biological Psychology,2012,89(2):342.
[11] Koch P,Schablon A,Latza U,et al. Musculoskeletal Pain and Effort-reward Imbalance-a Systematic Review[J]. BMC Public Health,2014,14(1):37.
[12]罗玉越,舒晓兵,史茜.付出-回馈工作压力模型:西方国家十年来研究的回顾与评析[J].心理科学进展,2011,19(1):107-116.
[13]李秀央,郭永松,张扬.付出-获得不平衡量表中文版的信度和效度[J].中华流行病学杂志,2006,27(1):25-28.
[14] Liang GK. Fairness in Chinese Organizations[M].Norfolk:Old Dominion University,1999.
[15] Spence Laschinger HK,Finegan J. Situational and Dispositional Predictors of Nurse Manager Burnout:A Time‐lagged Analysis[J]. Journal of Nursing Management,2008,16(5):601-607.
[16] Nakagawa Y,Inoue A,Kawakami N,et al. Effect Modification by Coping Strategies on the Association of Organizational Justice with Psychological Distress in Japanese Workers[J]. Journal of Occupational Health,2012,56(2):111-123.
[17]贾梦楠,钟真,汪芹,等.高职院校教师工作压力、组织公平感与工作倦怠的关系[J].中国健康心理学杂志,2012,20(5):690-692.
[2]朱虹,李智颖.临床护士离职意向影响因素的研究进展[J].齐鲁护理杂志,2012,18(13):56-58.
[3] Yun I,Hwang EG,Lynch J. Police Stressors,Job Satisfaction,Burnout,and Turnover Intention among South Korean Police Officers[J]. Asian Journal of Criminology,2015,10(1):23-41.
[4] Mcknight DH,Phillips B,Hardgrave BC. Which Reduces IT Turnover Intention the Most:Workplace Characteristics or Job Characteristics[J]. Information&Management,2009,46(3):167-174.
[5]曾晓娟,刘春.高校青年教师离职倾向的实证调查与思考[J].高校教育管理,2015,9(1):100-105.
[6] Siegrist J. Adverse Health Effects of High-effort/low-Reward Conditions[J]. Journal of Occupational Health Psychology,1996,1(1):27.
[7]楚克群,宋国萍.付出-回馈失衡工作压力理论的迁移、拓展与展望[J].心理科学进展,2016,24(2):242-249.
[8]冉霞,徐济超,杨倩.工作价值观在付出-回报失衡影响中的调节作用[J].西安工业大学学报,2012,32(7):578-583.
[9] Bathman LM,Almond J,Hazi A,et al. Effort-reward Imbalance at Work and Pre-clinical Biological Indices of Ill-health:The Case for Salivary Immunoglobulin A[J]. Brain Behavior&Immunity,2013,33(5):74-79.
[10] Eller NH,Nielsen SF. Effort Reward Imbalance,and Salivary Cortisol in the Morning[J]. Biological Psychology,2012,89(2):342.
[11] Koch P,Schablon A,Latza U,et al. Musculoskeletal Pain and Effort-reward Imbalance-a Systematic Review[J]. BMC Public Health,2014,14(1):37.
[12]罗玉越,舒晓兵,史茜.付出-回馈工作压力模型:西方国家十年来研究的回顾与评析[J].心理科学进展,2011,19(1):107-116.
[13]李秀央,郭永松,张扬.付出-获得不平衡量表中文版的信度和效度[J].中华流行病学杂志,2006,27(1):25-28.
[14] Liang GK. Fairness in Chinese Organizations[M].Norfolk:Old Dominion University,1999.
[15] Spence Laschinger HK,Finegan J. Situational and Dispositional Predictors of Nurse Manager Burnout:A Time‐lagged Analysis[J]. Journal of Nursing Management,2008,16(5):601-607.
[16] Nakagawa Y,Inoue A,Kawakami N,et al. Effect Modification by Coping Strategies on the Association of Organizational Justice with Psychological Distress in Japanese Workers[J]. Journal of Occupational Health,2012,56(2):111-123.
[17]贾梦楠,钟真,汪芹,等.高职院校教师工作压力、组织公平感与工作倦怠的关系[J].中国健康心理学杂志,2012,20(5):690-692.