作　　者： ; ;

机构地区： 北京师范大学

出　　处： 《经济与管理研究》 2014年第1期121-128,共8页

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.

关 键 词： 心理资本 工作满意度 组织承诺 离职倾向

领　　域： [经济管理] [经济管理]