本文检验了包括员工性别,年龄,是否独生子女,在目前领导手下工作年限,教育
程度在内的控制变量,以及员工工作价值观,真诚型领导和变革型领导风格,员工离职
倾向和心理疏离研究变量之间的关系。控制变量的研究结论显示:年龄的大小会负向影
响员工的离职倾向,员工年龄越大,员工离职的倾向会越小,反之,员工年龄越小,员
工离职的倾向会越大;相对于学历为研究生和本科的员工,教育程度为专科和高中的员
工,心理疏离较大。

研究变量的研究结论显示:员工工作价值观的成长维度在真诚型领导风格与员工离
职倾向之间起调节变量作用。对于注重成长的员工,真诚型领导风格对员工离职倾向的
负向影响作用更强;员工工作价值观的地位维度在真诚型领导风格和员工心理疏离之间
起调节变量作用。对于注重地位的员工,真诚型领导风格对员工心理疏离的负向影响作
用更强;员工工作价值观的成长维度在变革型领导风格与员工离职倾向之间起调节变量
作用。对于注重成长的员工,变革型领导风格对员工离职倾向的负向影响作用更强;员
工工作价值观的地位维度在变革型领导风格和员工心理疏离之间起调节变量作用。对于
注重地位的员工,变革型领导风格对员工心理疏离的负向影响作用更强;通过对这两种
领导风格量表的相关性检验,发现两种领导风格的量表重叠性比较高,在大部分情况下
可以替换使用。

关键词:真诚型领导;变革型领导;工作价值观;离职倾向;心理疏离
Abstract
This research is based on the Situational Leadership Theory. Through using
questionnaire method, the paper do research on the effect of authentic leadership and
transformational leadership to workers' turnover intention and withdraw from workers'
working value angle.
The paper examine the relation of the control variable including working staff's gender,
age, only-child or not, working time under present leader and education level, as well the
research variable including working staff's working value, authentic leadership, transfor
mational leadership, working staff's turnover intention and withdraw. The result of the control
variable shows that working staff's age will impact their turnover intention negatively. It
means if the worker is elder, his turnover intention will be lower, oppositely, if the worker is
younger,his turnover intention will be higher; And for the educational level of associate and
high school group, their working withdraw is higher than the worker whose educational level
is master or bachelor degree.
The result of the research variable shows that the growth dimension of working staff's
working value play a moderation effect between authentic leadership and working staff's
turnover intention. For the worker who cares more about growth, authentic leadership will
negatively impact on his turnover intention much stronger. The status dimension of working
staff's working value play a moderation effect between authentic leadership and working
staff's withdraw. For the worker who cares more about status, authentic leadership will
negatively impact on his withdraw much stronger. The growth dimension of working staff's
working value play a moderation effect between transformational leadership and working
staff's turnover intention. For the worker who cares more about growth, transformational
leadership will negatively impact on his turnover intention stronger. The status dimension of
working staff's working value play a moderation effect between transformational leadership
and working staff's withdraw. For the worker who cares more about status, transformational
leadership will negatively impact on his withdraw stronger. Through examining the scale
correlation of these two leaderships, we find that there is high overlap between the two scales.
They can be replaced to use in most situation。。。