心理资本对工作满意度、组织承诺与离职倾向的影响被引量：81

The Effects of Employee's Psychological Capital on Job Satisfaction, Organizational Commitment and Turnover Intention

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摘要通过263个组织雇员样本的回归分析,结果显示:事务型心理资本、人际心理资本和总体心理资本均有助于提高工作满意度和组织承诺;人际型心理资本有助于降低离职倾向;事务型心理资本与人际型心理资本对组织承诺具有正向交互作用,两者对工作满意度与离职倾向的交互效应未达到显著水平;人际型心理资本与事务型心理资本相比,更有助于提高个体工作满意度、组织承诺和降低离职倾向。研究结果凸显了人际型心理资本的独特价值。 With the regression analysis based on the sample of 263 employees, results indicated that task-oriented psy- chological capital, guanxi-oriented psychological capital and total psychological capital can enhance job satisfaction and organizational commitment. Guanxi-oriented psychological capital decrease turnover intention. The interacting effect of task-oriented psychological capital and guanxi-oriented psychological capital on organizational commitment existed, but it did not exist on the job satisfaction and turnover intention. Totally, guanxi-oriented psychological capital had bigger power to enhance job satisfaction and organizational commitment and to decease turnover intention than task-oriented psychological capital. The findings in this paper gave us a opportunity to recognize special value of gnanxi-oriented psychological capital.

作者柯江林孙健敏

机构地区北京师范大学政府管理学院北京师范大学战略人才研究中心中国人民大学心理系

出处《经济与管理研究》 CSSCI 北大核心 2014年第1期121-128,共8页 Research on Economics and Management

基金教育部人文社会科学研究一般项目青年基金"中国大学生心理资本的测量现状作用与开发研究"(10YJC630107) 国家社科基金"中国本土心理资本量表的开发及应用研究"(BJY08045)

关键词心理资本工作满意度组织承诺离职倾向 Psychological Capital Job Satisfaction Organizational Commitment Turnover Intention

分类号 F272.92 [经济管理—企业管理]

作者简介柯江林副教授，北京师范大学战略人才研究中心副主任、研究员教授，博士生导师

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