本文在理論研究的基礎上,構建了以組織情感承諾、主管情感承諾為中介變量的團隊授權程度與成員集體離職傾向之間的概念關系模型,并利用多層次的調查數據開展了實證研究。研究結果顯示,團隊授權程度的提高會促進成員集體離職傾向的增加,主管情感承諾在團隊授權程度與成員集體離職傾向關系中起完全中介作用;團隊授權程度不影響成員的組織情感承諾,但組織情感承諾會顯著降低成員的集體離職傾向。

The present study aims to construct a conceptual relationship model between the team delegation degree and the members’ collective turnover intention with the affective commitment to organization and the affective commitment to supervisor as mediators,and conduct empirical research using multilevel survey data. The results show that the increase of the team delegation degree will promote the members’ collective turnover intention. The affective commitment to supervisor will play a full intermediary role in the relationship between the team delegation degree and the members ’ collective turnover intention. The team delegation degree does not affect the affective commitment to organization,but the affective commitment to organization will reduce the members ’collective turnover intention significantly.