Using principles from conservation of resources theory (Hobfoll, 1989), this study examined the time-lagged relationship between perceived organizational support (POS; measured at Time 1), emotional exhaustion (measured 6 months later), and turnover (measured 1 year after Time 1), and included negative affectivity (NA) as a moderator. Drawing on a sample of employees from multiple organizations (N = 135), we found POS to be unrelated to emotional exhaustion but the latter to be negatively related to turnover. NA moderated the relationship between POS and emotional exhaustion and POS’s indirect relationship to turnover, these relationships being stronger and positive at high levels of NA. Moreover, NA moderated the link between emotional exhaustion and turnover, this link being stronger and positive when NA was low. We discuss the relevance of conservation of resource theory as a useful framework for interpreting POS’s effects.

中文翻译：

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感知到的组织支持、情绪耗竭和离职：消极情感的调节作用。

本研究使用资源保护理论 (Hobfoll, 1989) 的原则，检验了感知组织支持 (POS；在时间 1 测量)、情绪耗竭（在 6 个月后测量）和离职（在 1 年后测量）之间的滞后关系时间 1)，并包括负面情感 (NA) 作为主持人。利用来自多个组织的员工样本（N = 135），我们发现 POS 与情绪耗竭无关，但后者与营业额呈负相关。NA 调节了 POS 与情绪耗竭之间的关系以及 POS 与营业额的间接关系，这些关系在 NA 水平较高时更强且更积极。此外，NA 缓和了情绪耗竭和营业额之间的联系，当 NA 较低时，这种联系更加强烈和积极。