企业社会责任如何影响员工离职意愿:动机评价和损益交换双路径模型
文献类型：学位论文
| 作者 | 赵海红 |
| 答辩日期 | 2022-06 |
| 文献子类 | 硕士 |
| 授予单位 | 中国科学院大学 |
| 授予地点 | 中国科学院心理研究所 |
| 其他责任者 | 周洁 |
| 关键词 | 企业社会责任 失业风险感知 企业社会责任利他归因 工作投入 组 织承诺 离职意愿 |
| 学位名称 | 理学硕士 |
| 学位专业 | 发展与教育心理学 |
| 其他题名 | The Effect of Corporate Social Responsibility on Turnover Intentions: Mechanism of Motivation-evaluation and Profit-loss and exchange model |
| 中文摘要 | Corporate social responsibility (CSR) is one of the crucial factors which could influence organizational success, and the study of CSR has become an important subject for present scholars. There are already abundant theoretical research and practical achievements about the concept proposition of CSR and its recent development, and more and more attentions are being paid to its impact on employees at the micro level. As internal stakeholders of an organization, employees are the participants and executors of various activities of the organization and can make important contributions to organization development. Thus, maintaining a properly turnover rate and retaining talents are the key issues for employers in organizational management and sustainable development. However, the research on how CSR affects employees' turnover intentions is not yet sufficient. Based on the research achievements of micro-level CSR that recent studies established, and combining the Self-worth Orientation Theory and Social Exchange Theory, this study proposes the two-pathway model of motivation-evaluation and profit-loss exchange for the impacts of CSR on employees' behaviors. This model is used to explore the underlying mechanism of CSR impacting employees' turnover intentions, that is, CSR negatively predicts turnover intention through the mediating role of CSR intrinsic attribution and organizational commitment (the pathway of motivation-evaluation); Meanwhile, CSR negatively predicts turnover intention through the mediating role of unemployment risk perception and work engagement (the pathway of profit-loss exchange). The paper examines the effectiveness and practical value of the two-pathway model through two studies. Study One tested the two-pathway model of motivation-evaluation and profit-loss exchange by using the method of questionnaire survey. The data of this study was attained from 300 employees. The results revealed that (1) CSR negatively predicts turnover intention; (2) CSR negatively predicts turnover intention through the chain mediating effect of CSR intrinsic attribution and organizational commitment; (3) CSR negatively predicts turnover intention through the chain mediating effect of unemployment risk perception and work engagement. Study Two tested the two-pathway model by using variable manipulation method. By manipulating the high and low levels of CSR and designing reading materials of a made-up company A, the study tested the causal relationship between variables. A total of 187 valid data were collected and the results revealed that (1) CSR could significantly reduce the employee's turnover intentions. (2) CSR could significantly increase the employee's CSR intrinsic attribution, and negatively affects turnover intention through the chain mediating effect of CSR intrinsic attribution and organizational commitment. (3) CSR could significantly reduce the employee's unemployment risk perception and the CSR negatively affects turnover intention through the chain mediating effect of unemployment risk perception and work engagement. Combining the Self-worth Orientation Theory and Social Exchange Theory, this study proposed and tested the two-pathway model of motivation-evaluation and profit-loss exchange for the impacts of CSR on employees' turnover intention. It expanded the application areas of the Self-worth Orientation Theory, and filled the gaps of research on the effects of CSR on the individual level. The two-pathway model also provided references about how CSR could influence employee's turnover intentions in China and how organizations could better practice CSR so as to achieve sustainable development. |
| 英文摘要 | 企业社会责任被认为是组织成功的要素之一，也是学者们关注的重要研究领域。这一领域从概念提出到现代企业社会责任的发展，已经有了丰富的理论研究和实践成果，并逐渐越来越关注其在微观层面对员工的影响。员工作为组织的内部利益相关者是组织各项活动的参与者和执行者，为推动组织发展做出重要贡献。因此，保持适当的离职率和留住优秀人才是组织管理和可持续发展面临的关键问题之一。而企业社会责任究竟会如何影响员工的离职意愿，相关认识却远不够充分。 本研究在一系列国内外企业社会责任微观层面的研究成果基础上，结合自我价值定向理论和社会交换理论提出了企业社会责任影响员工行为的动机评价一损益交换双路径模型，并在这一模型框架下探索企业社会责任作用于员工离职意愿的潜在心理过程，即企业社会责任通过企业社会责任利他归因和组织承诺的中介作用(动机评价路径)负向预测离职意愿;同时，企业社会责任通过失业风险感知和工作投入的中介作用(损益交换路径)负向预测离职意愿。论文通过两个研究，实证检验了该双路径模型的有效性和应用价值。 研究一采用问卷调查的方法初步检验了企业社会责任影响员工离职意愿的动机评价一损益交换双路径模型。选取在职员工作为被试，共获得300份有效数据。结果显示:(1)企业社会责任负向预测离职意愿;(2)企业社会责任通过企业社会责任利他归因和组织承诺的链式中介作用负向预测离职意愿;(3)企业社会责任通过失业风险感知和工作投入的链式中介作用负向预测离职意愿。 研究二采用变量操纵的方法进一步检验本研究提出的双路径模型。通过设计虚拟A公司的阅读材料，操纵企业社会责任高低两种水平以探寻变量间的因果关系。共收集187份有效数据，结果显示:C1)企业社会责任显著降低员工的离职意愿;(2)企业社会责任显著提升员工的企业社会责任利他归因，并通过企业社会责任利他归因和组织承诺的链式中介作用负向影响离职意愿;(3)企业社会责任显著降低员工的失业风险感知，并通过失业风险感知和工作投入的链式中介作用负向影响离职意愿。 本研究结合自我价值定向理论和社会交换理论提出并证实了企业社会责任影响员工离职意愿的动机评价一损益交换双路径模型，进一步拓展了自我价值定向理论的应用领域，弥补了企业社会责任影响员工层面研究的不足，深化了人们对企业社会责任影响员工离职意愿内在机制的认识，为组织更好地实践企业社会责任以实现可持续发展提供了理论参考。 |
| 语种 | 中文 |
| 源URL | [http://ir.psych.ac.cn/handle/311026/45033]  |
| 专题 | 心理研究所_社会与工程心理学研究室 |
| 推荐引用方式 GB/T 7714 | 赵海红. 企业社会责任如何影响员工离职意愿:动机评价和损益交换双路径模型[D]. 中国科学院心理研究所. 中国科学院大学. 2022. |
入库方式： OAI收割
来源：心理研究所
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