职场排斥、职场边缘化对员工离职意愿的影响:员工绩效的调节作用

›› 2015, Vol. 27 ›› Issue (8): 127-140.

• 组织行为与人力资源管理 • 上一篇下一篇

职场排斥、职场边缘化对员工离职意愿的影响:员工绩效的调节作用

叶仁荪^1,2, 倪昌红³, 黄顺春¹

1. 江西理工大学经济管理学院, 赣州 341000;
2. 西南交通大学经济管理学院, 成都 610031;
3. 安徽大学商学院, 合肥 230601

收稿日期:2014-06-20 出版日期:2015-08-30 发布日期:2015-09-02
通讯作者: 倪昌红(通讯作者),安徽大学商学院副教授,博士
作者简介:叶仁荪,江西理工大学经济管理学院教授,西南交通大学经济管理学院博士生导师,博士;黄顺春,江西理工大学经济管理学院教授,博士。
基金资助:
国家自然科学基金项目(71162016;71462019);江西省赣鄱英才555工程项目。

Workplace Exclusion, Peripherization and Its Influence on Employee Turnover: The Moderating Roles of Employee Job Performance

Ye Rensun^1,2, Ni Changhong³, Huang Shunchun¹

1. School of Economics and Management, Jiangxi University of Science and Technology, Ganzhou 341000;
2. School of Economics and Management, Southwest Jiaotong University, Chengdu 610031;
3. School of Business, Anhui University, Hefei 230601

Received:2014-06-20 Online:2015-08-30 Published:2015-09-02

摘要/Abstract

摘要：

基于社会认同理论和关系理论,本研究旨在扩展离职研究的边界,建立了职场排斥与员工离职意愿间的关系及其作用机制,探讨了不同工作绩效水平下对这一作用机制的影响。通过对覆盖多个行业的276位员工和92份主管样本的配对分析,发现职场排斥和边缘化对离职意愿均有正向影响,且相比主管排斥而言,同事排斥对离职意愿的影响更大,同时职场排斥也能强化员工的被边缘化感受。中介效应的分析表明,职场排斥和边缘化对离职意愿的影响部分通过降低员工的工作安全感实现。此外,本文还分析了员工不同绩效水平在职场排斥、边缘化、工作安全感与离职意愿间的调节效应,结果表明,在员工绩效水平较高的情况下,同事排斥、边缘化对离职意愿的正向影响减弱,而工作安全感对离职意愿的负向影响减弱。

关键词: 职场排斥, 职场边缘化, 离职意愿, 工作安全感, 工作绩效

Abstract:

Based on social identity theory and relational theory, this study aims to extend the research of turnover by illustrating the linkage between workplace exclusion and turnover intention. Through analyses of matched sample of 276 employees and their 90 supervisors, it finds that both workplace exclusion and peripherization have positive influence on employee turnover intention and that coworker exclusion other than supervisor exclusion has more influence on turnover intention, whereas workplace exclusion has positive influence on peripherization. Mediating analyses illustrate that job security mediates the relations between both workplace exclusion and peripherization on turnover intention. Finally, it analyzes the moderation roles of employee job performance. Results show that job performance moderates the relations between coworker exclusion, peripherization, job security and turnover intention, meaning that with higher job performance these relations tend to weaken.

Key words: workplace exclusion, workplace peripherization, turnover intention, job security, job performance

叶仁荪, 倪昌红, 黄顺春. 职场排斥、职场边缘化对员工离职意愿的影响:员工绩效的调节作用[J]. , 2015, 27(8): 127-140.

Ye Rensun, Ni Changhong, Huang Shunchun. Workplace Exclusion, Peripherization and Its Influence on Employee Turnover: The Moderating Roles of Employee Job Performance[J]. , 2015, 27(8): 127-140.

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职场排斥、职场边缘化对员工离职意愿的影响:员工绩效的调节作用

Workplace Exclusion, Peripherization and Its Influence on Employee Turnover: The Moderating Roles of Employee Job Performance

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