為了探討家長式領導影響員工離職意向的內在作用機制,采用家長式領導量表、組織認同量表和離職意向量表對某企業176名員工分3個時間點進行測試,結果發現家長式領導中的德行領導、仁慈領導和組織認同顯著正相關,和離職意向顯著負相關,威權領導和離職意向顯著正相關,組織認同和離職意向顯著負相關;使用層次回歸法發現,在控制組織認同后,德行領導對離職意向的預測作用不顯著;運用Bootstrap法發現,組織認同在德行領導、威權領導與離職意向間是唯一的中介變量。因此,組織認同在家長式領導中的德行領導、威權領導和離職意向間起完全中介作用。

The aim of the present research is to explore the mediating effect of organizational identification between paternalistic leadership and turnover intention. Using paternalistic leadership scale, organizational identification scale and turnover intention scale,we investigated 202 employees in which there were 176 valid questionnaires at three different time points.Moral leadership and benevolence leadership both have obviously positive correlation with organizational identification, and obviously negative correlation with turnover intention. Authoritarianism leadership have obviously positive correlation with turnover intention. There exists significant negative correlation between organizational identification and turnover intention.The results of hierarchical regression analysis(HRA) showed that superior’s moral leadership has significant positive effect on turnover intention and organizational identification of subordinates. Authoritarianism has significant positive effect on organizational identification. Then,Bootstrap analysis procedures were used to test the mediation relationships among the study variables. Moral leadership’s negative effect on turnover intention was fully mediated by organizational identification, and authoritarianism leadership’s positive effect on turnover intention was fully mediated by organizational identification.