摘要
文章把变革型领导、心理授权和离职意向这三者结合到一起,丰富了针对新生代员工与管理者之间的交互影响的实证,以期帮助企业了解新生代员工,提高其工作适应能力,发挥其主动性,使其尽快融入组织,这在一定程度上不仅能够降低管理成本,还能够提高人力资本价值及管理效能。研究表明:变革型领导对心理授权有正向影响,而心理授权能够减少员工离职倾向,因此变革型领导对离职倾向具有明显的负向影响。从整体层面而言,心理授权在变革型领导与离职意向间具有部分中介作用。
This paper combines transformational leadership,psychological empowerment and turnover intention,which enriches the empirical research on the interaction between the new generation individuals and managers.It aims to help the enterprise better understand these new generation employees,improve their work adaptation level,make them play their initiative and integrate into the organization as soon as possible,which can not only reduce the management cost to a certain extent,but also improve the value of human capital and management efficiency.The research findings indicate that transformational leadership has a positive impact on psychological empowerment,which in turn reduces employees'turnover intention.Consequently,transformational leadership has a significant negative impact on turnover intention.Overall,psychological empowerment plays a partial mediating role between transformational leadership and turnover intention.
作者
陈江
CHEN Jiang(Jianghai Polytechnic College,Yangzhou 225101,China)
出处
《山西经济管理干部学院学报》
2025年第3期26-31,共6页
Journal of Shanxi Institute of Economic Management
基金
2023年度江苏高校哲学社会科学研究项目“‘双碳’目标下扬州产业结构优化调整策略研究”(2023SJYB2138)。
关键词
变革型领导
新生代员工
离职意向
心理授权
transformational leadership
new generation employees
turnover intention
psychological empowerment
