摘要
本文基于员工感知的视角，以工作倦怠作为中介变量，探索员工感知的高绩效工作系统对离职倾向的影响机制。通过来自企业256 个有效样本的实证研究发现，员工感知的高绩效工作系统与离职倾向显著负相关；工作倦怠及其子维度情感耗竭、玩世不恭与离职倾向显著正相关，而子维度成就感低落与离职倾向相关性不显著；工作倦怠在员工感知的高绩效工作系统与离职倾向之间起部分中介作用；员工感知的高绩效工作系统可通过影响员工的情感耗竭、玩世不恭情绪，间接对离职倾向产生影响，而成就感低落的中介效应不显著。
Abstract
Based on the perspective of employee perception, this paper introduces job burnout as the intermediary variable to explore the infl uence mechanism of employee perceived high performance work system for turnover intention. Through the empirical study of 256 valid enterprise samples, it can be seen that the employee perceived high performance work system has significantly negative relation with turnover intention; the job burnout and its sub-dimensions, emotional exhaustion and cynicism, have significantly positive relation with turnover intention, while the correlation between the sub-dimension, low personal accomplishment and turnover intention is not significant; job burnout plays a part of intermediary role between the employee perceived high performance work system and turnover intention; the employee perceived high performance work system can indirectly influence the turnover intention through affecting the emotional exhaustion and cynicism of employees,while the mediating effect of low personal accomplishment is not significant.
关键词
高绩效工作系统 /
工作倦怠 /
离职倾向 /
人力资源
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Key words
high performance work system /
job burnout /
turnover intention /
human resources
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颜爱民 赵德岭 余丹.
高绩效工作系统、工作倦怠对员工离职倾向的影响研究. 工业技术经济. 2017, 36(7): 90-99
Yan Aimin,Zhao Deling,Yu Dan.
Research on the Influence of High Performance Work System and Job Burnout on the Turnover Intention of Employees. Journal of Industrial Technological Economics. 2017, 36(7): 90-99
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脚注
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基金
国家自然科学基金项目“高绩效工作系统在不同组织中的形成与演化-- 多案例研究”（项目编号：71372062）；湖南省社科基金重大委托项目“湖南省中小企业人力资源管理系统优化与组织绩效提升研究”（项目编号：13WTA19）。
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