本文研究关系绩效对离职倾向的影响,引入团队信任作为中介变量,收集不同类型企业的调研数据,运用结构方程模型对数据进行实证分析,验证了本文提出的相关假设。研究结果表明:关系绩效不仅能够降低员工的离职倾向,而且二者之间的关系通过团队信任的完全中介作用实现。最后对研究结论和启示进行了分析和讨论,并指出有待进一步研究的问题。
Abstract
The effect of contextual performance on turnover intention and the mediating role of team trust are explored by using data collected from several different-typed enterprises. The Structural Equation Model (SEM) method is used to verify related hypothesis. The results indicate that contextual performance could reduce the employees’ turnover intention by using team trust as the complete mediator. According to these results, the problems to be further studied are proposed after the conclusion and management enlightenment are analyzed.
关键词
团队信任 /
离职倾向 /
关系绩效 /
中介作用 /
结构方程
Key words
team trust /
turnover intention /
contextual performance /
mediation role /
structural equation
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基金
西华大学2011年重点科研基金项目"企业人力资本整合管理问题研究"(编号:ZW1121506),起止时间:2010-2013;2011年四川省教育厅重点科研项目"西部地区企业人力资本动态整合管理问题研究"(编号:11SA002),起止时间:2010-2013;西华大学研究生创新基金(编号:YCJJ201218),起止时间:2011.12-2013.5。
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