Exit and voice: A test of hypotheses based on fight/flight responses to job stress
研究将政治行为视为战斗反应、离职视为逃跑反应，检验工作压力源（人岗匹配、角色冲突、角色模糊）通过心理紧张（工作不满、承诺降低）影响这些应对行为的假设，发现政治行为直接受人岗匹配影响，而角色模糊与政治行为的关系受承诺调节。
Abstract Hypotheses were developed based on a coping model that views political behaviour (voice) as a fight response and turnover (exit) as a flight response to job stress. Data were collected from a group of professional, public employees and turnover dates were obtained for the group 13 months after completion of questionnaires. Multiple regression analysis was employed to test hypotheses. Stressors of interest were person‐environment fit (P‐E fit), role conflict (RC), and role ambiguity (RA). Psychological strains (job dissatisfaction and lowered commitment) were hypothesized to mediate the stressor‐coping behaviour relationship. Turnover (TO) behaviour was the ultimate organizationally relevant outcome of coping behaviours. Job satisfaction and commitment were significantly related to intentions to leave. Political action was directly related to P‐E fit and this relationship was not mediated by satisfaction or commitment. The relationship between RA and politics was moderated by commitment. Less committed employees tended to exhibit political behaviour in response to RA. Both coping responses (intentions to leave and political action) predicted significant portions of retention/turnover variance.