一位員工的離職,企業需要付出許多代價,包括新進員工的招募、徵選還有教育訓練,而離職員工所擁有的內隱知識與能力也可能因此轉移到競爭者身上。縱使員工離職對於企業是如此的重要,但企業對於員工職離的原因並不甚了解,也造成員工離職後,主管時常怪罪到是招募、徵選出了問題,卻忽略了主管自身也是影響員工離職的重要因素。 直屬主管通常扮演著組織代理人的角色,與員工的互動相當頻繁,因此主管的情緒表現對員工行為有深切的影響。而過去職場負面情緒所獲的關注向來較少,但其所帶來的負面效應卻是相當嚴重,例如職場衜突,甚至員工離職。基於上述,本研究以主管生氣作為主管負向情緒的代表,探討主管「生氣」對員工離職意願的影響,此外本研究也一併探討兩者之間的關係是否會受到主管忠誠、歸因以及領導者效能的干擾。本研究為縱貫面設計,以真實業界人士為研究對象,有效的前後期配對樣本共計197份。結果證實主管表達生氣與員工離職意圖呈正向的關係,且當主管忠誠當中的犧牲奉獻度愈高時,會削弱主管表達生氣對員工離職意圖的正向效果。最後,提出實務建議與未來研究方向供業界人士與後續學者參考。
It has been concerned about emotional issues of workplace in recent year, especially the manager’s negative emotion. Therefore, we focused on the discrete emotion “anger” to explore whether the managers display anger will impact employee’s intention to leave. The primary purpose of this article was to investigate the moderating effects of loyalty to supervisor, leader effectiveness and employees’ attribution between manager displays anger and employee’s turnover. Data was collected from 197 real employees in Taiwan by the longitudinal design. Results partially supported our hypotheses. The results indicated that manger’s anger was significant related to intention to leave. Furthermore, high dedication to supervisor was found to positively lower the positive effects of manager displays anger on employee’s intention to leave.