领导容错如何影响不同绩效水平的员工离职
文献类型：学位论文
| 作者 | 张碧玮 |
| 答辩日期 | 2023-06 |
| 文献子类 | 继续教育硕士 |
| 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 | 王詠 |
| 关键词 | 领导容错 情感信任 认知信任 离职倾向 任务绩效 |
| 学位名称 | 理学硕士 |
| 学位专业 | 应用心理学 |
| 其他题名 | The Effect of Leaders' Tolerance on High Performers Turnover Intention |
| 中文摘要 | During the competitive and stressful daily working, employees make mistakes unavoidably. It will obviously affect not only the subordinates' feel in the organization that how leaders differentiate and deal with the mistakes of their subordinates in daily work, but also the relationship between subordinate employees and their reporting leaders. Employees who have a good relationship with their leaders may feel better and be more likely to stay in the organization. While employees who have estranged or even bad relationships with their leaders are more likely to leave the organization and choose another leader. Employees' turnover is one of the most important and permanent topics in the field of human resource management. The obvious reason is in most cases, employees' turnover brings a series of negative effects to the organizations, such as the destruction of team stability, time and effort consuming to search successors and transit the work, etc. However, in normal practice, not all resignations are negatively impacting the organizations. It could be beneficial to the organizations if the employees' turnover can survive the fittest, let talents well flow, replenish fresh. What really hurts organizations is the turnover of high-performing employees. In such a case, this paper conducts an empirical study on how leaders' tolerance affects employees' turnover intention, what the intermediary mechanism is and what the moderating role of employee work performance is. Hopefully this paper can serve as an inspiration for the retention of high-performing employees and the cultivation of leaders' tolerance behavior. A questionnaire survey was conducted on 584 ordinary professionals. After analyzing the data using SPSS, the results show that (1) there is a negative correlation between leader's tolerance and employees' turnover intention; (2) cognition-based trust and affect-based trust mediate the effect of leaders' tolerance on employees' turnover intention; (3) employees' working performance moderates the effect of leader's tolerance on employees' turnover intention. Negative relationship between leader's tolerance and employees' turnover intention is strengthened when working performance is high rather than when it is low; (4) the mediation effect of cognition-based trust and affect-based trust is moderated by working performance, working performance moderates the correlationship between cognition-based trust and employees' turnover intention, as well as the correlationship between affect-based trust and employees' turnover intention. The results of this study reveal that the higher the employee's performance level is, the more obvious the effect of leaders' tolerance on turnover intention is, and the stronger the effect of leaders' tolerance on turnover intention is through cognition-based trust and affect-based trust. In other words, compared with the employees with average or poor performance, the high performers are more sensitive to the leaders' tolerance. Additionally, the turnover intention of these high performers is more easily affected by the leaders' tolerance and employees' trust in leaders. |
| 英文摘要 | 在竞争日益激烈的职场中，差错的出现可谓难以避免。领导如何处理下属在工作中出现的偏差，会影响下属在工作过程中的体验和感受，乃至后续员工与直属领导之间的关系质量。与领导相处融洽的员工，工作过程中可以获得更好的体验和感受，也会更愿意留在组织中。而与领导关系疏远甚至关系恶劣的员工，离开组织另择贤主的可能性也更大。 员工离职，是人力资源管理领域重要而恒久的课题，因为在大多数情况下，员工的离职给组织带来的是一系列的负面影响，例如团队稳定性遭到破坏，寻找继任者和接续工作要耗费更多的资源等。但在日常的实践中，并非所有的离职带来的影响都是负面的。优胜劣汰，人才的良性流动，以及新鲜血液的补充都是有利于企业运转的积极结果。真正让组织蒙受损失的是工作成绩优异的员工的离职。因此本文针对领导容错如何影响员工离职，其中的中介机制以及员工任务绩效的调节作用，进行了实证研究。希望对于绩优员工的保留以及领导容错行为的培养起到启发作用。 本研究采用调查问卷的方法对584名普通职场人士进行调研，使用SPSS软件进行数据分析，考察了领导容错与员工离职倾向之间的关系，并探讨了领导容错与员工离职倾向之间的作用机制，即情感信任与认知信任的中介作用以及员工任务绩效的调节作用。 研究结果发现:(1)领导容错与员工离职倾向存在负向相关关系;(2)情感信任与认知信任在领导容错与员工离职倾向之间存在显著的中介效应;(3)员工任务绩效调节领导容错与员工离职倾向的关系;(4)员工任务绩效通过调节情感信任与离职倾向之间、认知信任与离职倾向之间的关系，对情感信任和认知信任在领导容错与员工离职倾向之间的中介作用起到调节作用。 本研究结果主要揭示了员工的绩效水平越高，领导容错对于离职倾向的降低作用越明显，领导容错通过情感信任和认知信任对员工离职倾向的影响作用越强。即相对任务绩效一般和较差的员工而言，绩优员工对于领导容错更加敏感，绩优员工的离职倾向更容易受到领导容错和员工领导信任的影响。 |
| 语种 | 中文 |
| 源URL | [http://ir.psych.ac.cn/handle/311026/45165]  |
| 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 | 张碧玮. 领导容错如何影响不同绩效水平的员工离职[D]. 中国科学院心理研究所. 中国科学院大学. 2023. |
入库方式： OAI收割
来源：心理研究所
浏览0
下载0
收藏0
其他版本
除非特别说明，本系统中所有内容都受版权保护，并保留所有权利。