随着社会经济的快速发展，市场竞争变得日益激烈。为了更大限 度地掌控和利用资源，提高工作效率和组织核心竞争力，现代组织正 越来越多地采用团队这种组织形式。然而，团队组织形式的广泛应用 在为组织带来好处的同时也使得以团队主管带头的团队集体离职事 件频繁上演。集体离职不仅造成组织大规模的员工流失，而且加重了 组织的用人成本和负担，从而对组织造成巨大打击。虽然员工离职一 直是国内外学术界关注的重点，但过去的研究多集中于个体层面的离 职。随着知识经济时代的到来，人才的争夺以及团队合作的普及，集 体离职的现象只会更加普遍。因此，本研究从源头出发，致力于找出 团队主管能够带头团队集体离职的重要原因。 本文在梳理领导—下属交换理论、情感承诺理论以及授权理论等 相关理论研究的基础上，构建了以组织情感承诺、主管情感承诺为中 介变量的团队授权程度与团队成员集体离职倾向之间的概念关系模 型和研究假设，并利用个体层和团队层的调查数据开展了实证研究。 研究结果显示，团队授权程度的提高会促进团队成员集体离职倾向的 增加，主管情感承诺在团队授权程度与团队成员集体离职倾向关系中 起完全中介作用；团队授权程度不影响团队成员的组织情感承诺，但 组织情感承诺会显著降低团队成员的集体离职倾向。II 本研究的理论分析和实证结果表明，基于交换理论，将组织对团 队授权的程度视为会影响团队成员集体离职倾向的因素有一定的合 理性和科学依据。这不仅深化了对团队授权程度、情感承诺和团队成 员集体离职倾向关系的理解，而且为组织预防集体离职以及降低损失 提供了理论参考和实践指导。 关键词，集体离职倾向，团队授权程度，组织情感承诺，主管情 感承诺 论文类型，应用基础研究III TEAM DELEGATION DEGREEAND TEAM MEMBERS' COLLECTIVE TURNOVER INTENTION: THE MEDIATING ROLE OFAFFECTIVE COMMITMENT ABSTRACT With the rapid development of the social economy, market competition has become increasingly fierce. In order to control and utilize resources to a greater extent, improve work efficiency and organize core competitiveness, modern organizations are increasingly adopting the organizational form of teams. However, the widespread use of team organization forms to bring benefits to the organization, but also to the frequent team departures led by the team leader. Collective turnover not only causes large-scale employee turnover, but also increases the cost and burden of the organization's employment, which has caused a huge impact on the organization. Although employee turnover has always been the focus of academic circles at home and abroad, past research has focused on turnover at the individual level. With the advent of the era of knowledge economy, the competition for talents and the popularity of teamwork, the phenomenon of collective turnover will only become more common. Therefore, this research starts from the source and is dedicated to finding out the important reasons why team leaders can lead the team to leave. On the basis of combing the relevant theories of leadership-subordinate exchange theory, emotional commitment theory and authorization theory, this paper constructs the concept model and research hypothesis between the team delegation degree and the collective turnover intention of team members with the affective commitment to organization and the affective commitment to supervisor as mediators. Empirical research is carried out by using the individual and team level survey data. The research results show that the increase of the team delegation degree will promote the increase of team members' collective turnover intention, and the affective commitment to supervisor will play a full intermediary role in the relationshipIV between the team delegation degree and the team members' collective turnover intention; the team delegation degree does not affect the affective commitment to organization, but affective commitment to organization can significantly reduce the team members’collective turnover intention. The theoretical analysis and empirical results of this study show that, based on the exchange theory, it is reasonable and scientific to regard the team delegation degree as a factor that will affect the team members’ collective turnover intention. This not only deepens the understanding of relationship among team delegation degree, affective commitment and team members' collective turnover intention, but also provides theoretical reference and practical guidance for the organization to prevent collective turnover and reduce losses. KEY WORDS: Collective Turnover Intention; Team Delegation Degree; Affective Commitment To Organization;Affective Commitment To Supervisor TYPE OF DISSERTATION/THESIS: Application Fundamentals浙江工业大学硕士学位论文 团队授权程度和成员的集体离职倾向研究 V 目 录 1 绪论...................................................................................................................................................1 1.1 问题的提出..........................................................................................................................1 1.2 研究意义..............................................................................................................................3 1.3 研究内容与技术路线.....................................................................................4 1.4 研究方法.........................................................................................................5 1.5 主要创新点.....................................................................................................6 2 文献综述........................................................................................................................................7 2.1 集体离职理论相关研究.................................................................................7 2.1.1 集体离职前因研究................................................................................7 2.1.2 集体离职过程研究................................................................................8 2.1.3 集体离职后果研究................................................................................9 2.2 组织承诺相关理论研究................................................................................10 2.2.1 组织承诺的起源和内涵.......................................................................10 2.2.2 组织承诺的影响研究...........................................................................12 2.3 情感承诺相关理论研究................................................................................13 2.3.1 情感承诺的起源和内涵.......................................................................13 2.3.2 情感承诺的前因...................................................................................13 2.3.3 情感承诺的影响研究...........................................................................14 2.3.4 情感承诺的不同焦点...........................................................................15 2.4 授权相关理论研究........................................................................................17 2.4.1 授权的起源和内涵...............................................................................17 2.4.2 授权的影响研究...................................................................................18 3 概念模型与研究假设.........................................................................................................20 3.1 概念模型........................................................................................................20 3.2 研究假设........................................................................................................21 3.2.1 团队授权程度和成员的情感承诺.......................................................21 3.2.2 成员的情感承诺和集体离职倾向.......................................................23浙江工业大学硕士学位论文 团队授权程度和成员的集体离职倾向研究 VI 3.2.3 成员情感承诺的中介效应...................................................................24 4 研究设计和数据.....................................................................................................................26 4.1 变量的测量....................................................................................................26 4.1.1 团队授权程度变量测量.......................................................................26 4.1.2 组织情感承诺变量测量.......................................................................27 4.1.3 主管情感承诺变量测量.......................................................................28 4.1.4 成员集体离职倾向变量测量...............................................................28 4.2 问卷发放与回收............................................................................................29 4.3 信度、效度检验............................................................................................30 4.4 共同方法偏差检验........................................................................................32 5 实证分析与结果.................................................................................................34 5.1 描述性统计....................................................................................................34 5.2 相关性分析....................................................................................................35 5.3 中介效应分析，单一层次............................................................................36 5.4 中介效应分析，多层次................................................................................38 6 讨论、应用与展望............................................................................................44 6.1 假设检验结果................................................................................................44 6.2 研究结果讨论................................................................................................44 6.3 研究结果应用................................................................................................45 6.4 展望................................................................................................................47