近年來員工情感成為研究與實務界所重視的議題,然而,鮮少有研究將員工正向情感特質在組織行為之離職情境下探討,並將員工正向情感特質如何影響離職意圖的過程予以模型化。本研究透過實地法的方式以Broaden-And-Build理論為基礎,主要目的在於探討員工正向情感特質是否會透過自我效能、身心健康、同事社會支持、問題解決能力四個中介機制,影響到離職意圖。以台灣地區38家企業的282位員工為研究對象,採跨期的方式蒐集問卷。研究結果顯示身心健康、同事社會支持、問題解決能力會中介員工正向情感特質與離職意圖間的關係,即正向情感特質的員工,能有效的提高身心健康、同事社會支持與問題解決能力,進而降低離職意圖。
In recent years affect at work has been a issue of great interest to researchers and practitioners. However, there has been very little research to precisely model the process in which positive affectivity lead to turnover intention in organizational settings. This study applied the theoretical basis of Broaden-And-Build theory. The main purpose of this field research was to explore the mediating mechanisms between positive affectivity and turnover intention. Data were collected from 282 employees in thirty-eight organizations in Taiwan. Results showed that health, coworker support and problem-solving ability mediated the relationship between positive affectivity and turnover intention. Specifically, positive affectivity might influence turnover intention by enhancing employee's health, coworker support and problem–solving ability.