Department of Management & Organisation.
Department of Management and Organizations, University of Arizona.
J Appl Psychol. 2016 Aug;101(8):1067-81. doi: 10.1037/apl0000115. Epub 2016 Apr 14.
Although turnover intentions are considered the most proximal antecedent of organizational exit, there is often temporal separation between thinking about leaving and actual exit. Using field data from 2 diverse samples of working adults, we explore a causal model of the effects of turnover intentions on employee behavior while they remain with the organization, focusing specifically on organizational citizenship behaviors (OCBs) and deviance behaviors (DBs). Utilizing expectancy theory as an explanatory framework, we argue that turnover intentions result in high levels of transactional contract orientation and low levels of relational contract orientation, which in turn lead to a decrease in the incidence of OCBs and an increase in the incidence of DBs. We first used a pilot study to investigate the direction of causality between turnover intentions and psychological contract orientations. Then, in Study 1, we tested our mediated model using a sample of employees from a large drug retailing chain. In Study 2, we expanded our model by arguing that the mediated effects are much stronger when the organization is deemed responsible for potential exit. We then tested our full model using a sample of employees from a large state-owned telecommunications corporation in China. Across both studies, results were generally consistent and supportive of our hypotheses. We discuss the implications of our findings for future theory, research, and practice regarding the management of both the turnover process and discretionary behaviors at work. (PsycINFO Database Record
虽然离职意愿被认为是离职的最直接前兆，但在考虑离职和实际离职之间通常存在时间上的间隔。我们利用来自两个不同样本的工作成年人的实地数据，探索了离职意愿对员工在组织中继续工作时的行为的因果模型，特别关注组织公民行为 (OCB) 和偏差行为 (DB)。利用期望理论作为解释框架，我们认为离职意愿导致了高度的交易性契约取向和低度的关系性契约取向，这反过来又导致 OCB 的发生率下降和 DB 的发生率上升。我们首先使用一项试点研究来调查离职意愿和心理契约取向之间的因果关系方向。然后，在研究 1 中，我们使用来自一家大型药品零售连锁店的员工样本测试了我们的中介模型。在研究 2 中，我们通过提出当组织被认为对潜在离职负责时，中介效应更强，从而扩展了我们的模型。然后，我们使用来自中国一家大型国有电信公司的员工样本测试了我们的完整模型。在两项研究中，结果基本一致，支持了我们的假设。我们讨论了我们的发现对未来关于离职过程和工作中自由裁量行为的管理的理论、研究和实践的意义。
