College of Economics and Management, Taiyuan University of Technology

为减少新生代矿工离职行为,保障煤炭企业的可持续发展,结合自我概念理论,建立双元威权领导(专权领导和尚严领导)、组织自尊和离职倾向的理论假设模型。以468名新生代矿工作为研究对象,运用结构方程模型和Bootstrap方法进行路径检验和中介效应检验,并采用多群组路径分析方法检验代际差异的分类调节作用。结果表明:专权领导对新生代矿工离职倾向有显著的正向影响;尚严领导对新生代矿工离职倾向有显著的负向影响;组织自尊在专权领导与新生代矿工离职倾向之间和尚严领导与新生代矿工离职倾向之间均有显著的中介作用;代际差异具有调节作用,专权领导和尚严领导对90后矿工组织自尊和离职倾向的影响效用均大于80后矿工。

In order to reduce the turnover behavior of the new generation of miners and ensure the sustainable development of coal enterprises,combined with the self-identity theory,a theoretical hypothesis model of dual authoritarian leadership (juan-chiuan leadership and shang-yan leadership),organization-based self-esteem and turnover intention was established. Using 468 new generation miners as the study subjects,the structural equation model and Bootstrap method were used to carry out the path test and mediating effect test,and the multi-group analysis method was used to examine the classification adjustment effect of intergenerational difference. The results show that juan-chiuan leadership has a significant positive effect on the turnover intention of the new generation of miners;Shang-yan leadership has a significant negative effect on the turnover intention of the new generation of miners;Organization-based self-esteem plays a significant intermediary role not only between the juan-chiuan leadership and the turnover intention of the new generation of miners but also between the shang-yan leadership and the turnover intention of the new generation of miners. Intergenerational difference has a moderating effect,and the effect of juan-chiuan and shang-yan leadership on organizational self-esteem and turnover intention of post-90s miners is greater than those of post-80s miners.

梁浩, 冀巨海. 代际视角下双元威权领导对新生代矿工离职倾向的影响研究. 煤炭经济研究. 2024, 44(5): 132-138

LIANG Hao, JI Juhai. A study on the influence of dual authoritarian leadership on turnover intention of new generation miners from an intergenerational perspective. Coal Economic Research. 2024, 44(5): 132-138