对广东省内300家企业进行了大规模的问卷调查,最终获得了1533个有效员工样本,实证研究发现:乐观对于员工离职倾向具有显著的负向影响,并且在高水平的领导成员关系和组织支持感的工作环境下,这一负向关系会加强;反之,低水平的领导成员关系和组织支持感情况下则不会影响这一负向关系。With 1533 valid samples from 300 companies in the Guangdong province,empirical results indicate that optimism has a significant and negative impact on turnover intention.Moreover,high leader-member exchange and high perceived organizational support significantly strengthen this relationship while low leader-member exchange and low perceived organizational support has no influence on this relationship.国家自然科学基金面上项目(71172063); 教育部人文社会科学青年基金项目(12YJC630321); 江苏省普通高校研究生科研创新计划项目(CXZZ11_0057
