期望差距对新生代知识型员工离职意向的影响研究.doc

期望差距对新生代知识型员工离职意向 的影响研究 江苏经贸职业技术学院南京大学商学院 集体主义文化背景下，期望差距对新生代知识型员工离职意向的影响是一个值 得关注的问题。基于497份问卷调奔，通过整合自我差异理论和情感事件理论， 扩展了期望差距的内涵并探讨了两者之间的中介机制。研究结果表明，新生代知 识型员工的期望差距（现实工作与自我工作期望之间的差距、现实工作与重要他 人工作期望之间的差距）越大，其产生积极情感的可能性减少；同时，其期望差 距越大，则产生消极情感的可能性增加，进一步地会将这种情感转化为对其职 业目标的追求，继而产生离职意向。研宂结果对企业新生代知识型员工的管理实 践具有较好的借鉴和指导作用。 关键词： 新生代知识型员工;期望差距;积极/消极情感;职业承诺;离职意向; 杨东涛（1957~），女，江苏盐城人。南京大学（南京市230000）商 学院教授、研宂生导师。研宂方向为人力资源管理、组织行为学等。 E-mail:yangdt@nju. edu.cn 2017-07-26 基金：国家然科学基金资助项目（7B72027） The Research of the Influences of Unmet Expectations on Turnover Intentions of Chinese New Generation Knowledgeable Employees WANG Congying YANG Dongtao Jiangsu Institute of Commerce; Nanjing University; Abstract： The frequent voluntary turnover of Chinese new generation knowledgeable employees has raised concerns of social and academic circus. However, there is short of full understanding of how unmet expectations influence their turnover intentions in collectivism cultural background. This research expands the contents of unmet expectations and discusses the intervening mechanism of unmet expectations on turnover intentions by integrating self-discrepancy theory and affective events theory. Through 497 questionnaires, the research finds out that Chinese new generation knowledgeable employees’ positive emotions would mediate the relationship between their unmet expectations and career commitment. Career commitment would positively influence turnover intentions. By control ling job satisfaction and organizational commitment, the mediation analysis indicates Chinese new generation knowledgeable employees’ negative emotions would mediate the relationship between their unmet expectations and career commitment. Career commitment would positively influence turnover intentions. Keyword： Chinese new generation knowledgeable employees; unmet expectations; positive emotions; career commitment; professional commitment; turnover intentions; Received： 2017-07-26 1研宄背景 新生代是指我国出生于20世纪8(T90年代的群体，他们因与传统社会的理念、 意识和个性不同