科技人才组织领地行为如何影响其离职意向

基于资源保存理论视角，以科技人才为研究对象，关注其组织领地行为对离职意向的影响机制，并探究心理所有权的中介作用、婚姻的调节作用以及婚姻与心理所有权共同产生的被调节的中介作用。建立基于科技人才婚姻情况与心理所有权的被调节的中介作用模型，运用问卷调查方法收集全国各地高新技术企业、高等院校、科研院所等科技人才共411份有效问卷，展开实证分析。结果表明：不考虑婚姻的调节作用时，科技人才组织领地行为对离职意向的直接影响不显著,心理所有权对这种直接影响也无中介作用；考虑到婚姻的调节作用，未婚群体的组织领地行为越强，离职意向越强烈；在被调节的中介作用模型中，婚姻状况在心理所有权对组织领地行为与离职意向间的中介作用起到了调节作用，具体表现为未婚群体组织领地行为通过组织心理所有权的部分中介作用负向影响离职意向，通过直接影响机制正向影响离职意向。

How Do Organizational Territorial Behavior of Scientific and Technological Talents Affects Turnover Intention: Based on the Moderating Mediating Model of Psychological Ownership and Marriage

This study want to explain how do organizational territorial behavior of scientific and technological talents affects turnover intention from the perspective of resource conservation theory: based on mediation model with moderating effect of psychological ownership and marriage, it may has important meaning to human resource management practices. By questionnaire survey, 411valid data is collected from scientific and technological talents of high tech enterprises, universities and research institutes all over the country, making the following conclusions: 1. Organizational territorial behavior of scientific and technological talents has no significant direct impact on turnover intention, and psychological ownership has no mediating effect on it. 2. Considering the moderating effect of marriage, the higher the organizational territorial behavior is, the higher the turnover intention is. 3. In the moderating mediating role model, marriage status plays a mediating role between organizational territorial behavior and turnover intention. The organizational territorial behavior of unmarried groups negatively affects turnover intention through the mediating role of part of Organizational Psychological ownership, and positively affects turnover intention through direct impact mechanism.