Examining the effects of turnover intentions on organizational citizenship behaviors and deviance behaviors: A psychological contract approach.
作者研究了离职意向如何影响员工在离职前的行为，特别是组织公民行为和偏差行为。基于期望理论，作者提出离职意向会导致员工心理契约向交易型转变、关系型减弱，进而减少组织公民行为、增加偏差行为。通过两项实地研究：研究1以一家大型药品零售连锁店员工为样本，检验了中介模型；研究2以中国一家大型国有电信公司员工为样本，扩展了模型，发现当组织被认为对潜在离职负有责任时，中介效应更强。结果总体支持假设。
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