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职场及家庭关系对离职倾向的影响：以感知组织支持及职场孤独感为中介
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Abstract:
高质量职场人际关系的缺失会导致职场孤独感的产生，并影响员工离职倾向。同时，由于家庭对工作的溢出效应，家庭成员关系也可能成为影响员工态度和行为的因素。为探明相关影响，本研究系统考察领导成员交换(LMX)、团队成员交换(TMX)及家庭亲密度对离职倾向的影响，并检验感知组织支持和职场孤独感的中介作用。通过对509名职场人员进行问卷调查分析，结果表明：1) LMX显著负向预测离职倾向，感知组织支持和职场孤独感在LMX与离职倾向间起链式中介作用，链式中介效应相对总效应比例为19.61%；2) 感知组织支持和职场孤独感在TMX与离职倾向间不仅起链式中介作用，还起完全中介作用，链式中介效应相对总间接效应比例为40.10%；3) 家庭亲密度显著负向预测离职倾向，职场孤独感在家庭亲密度与离职倾向间发挥中介作用，中介效应相对总效应比例为24.03%。
The lack of high-quality interpersonal relationships in the workplace can lead to workplace loneli-ness and affect employees’ turnover intention. At the same time, due to the spillover effect of family-to-work, family relationships may also become a factor affecting employees’ attitudes and behaviors. To explore the relevant influences, this study systematically examined the effects of Leader-Member Exchange (LMX), Team Member Exchange (TMX) and family cohesion on turnover intention, and examined the mediating role of perceived organizational support and workplace loneliness. In the current study, a questionnaire survey was conducted on 509 job incumbents, and the results showed that: 1) LMX significantly and negatively predicts turnover intention, and perceived organizational support and workplace loneliness mediate the relationship between LMX and turn-over intention, with a chain mediating effect accounting for 19.61% of the total effect; 2) Perceived organizational support and workplace loneliness not only play a chain mediating role, but also play an indirect-only mediating role between TMX and turnover intention, with a chain mediating effect accounting for 40.10% of the total indirect effect; 3) Family cohesion significantly and negatively predicts turnover intention, and workplace loneliness mediates the relationship between family cohesion and turnover intention, with a mediating effect accounting for 24.03% of the total effect.
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