Organizational commitment, organization-based self-esteem, emotional exhaustion and turnover: A conservation of resources perspective
基于资源保存理论，研究了四种组织承诺维度（情感、规范、持续-牺牲、持续-缺乏替代）对情绪耗竭的影响，发现缺乏替代承诺和规范承诺正向预测情绪耗竭，且基于组织的自尊会增强缺乏替代承诺与情绪耗竭的关系，情绪耗竭进而导致离职。
We examined the relationship of four commitment dimensions (affective, normative, continuance-perceived sacrifices and continuance-lack of alternatives) to emotional exhaustion over time under the lens of conservation of resources theory. Using data from 260 employees, Time 1 lack of alternatives and normative commitment contributed positively to Time 2 emotional exhaustion, controlling for Time 1 emotional exhaustion. Organization-based self-esteem (OBSE) moderated the relationship of lack of alternatives commitment to emotional exhaustion such that the relationship was stronger when OBSE was high. We further theorized that the resource drain engendered by emotional exhaustion would cause the latter to be positively related to turnover, controlling for commitment dimensions. Results supported this prediction. The implications of these findings for future research on commitment, emotional exhaustion and turnover are discussed.