压力知觉对离职意愿的影响被调节的中介效应

员工流动性大，将严重影响创业企业可持续发展。基于社会认知理论和资源保存理论，运用层级回归和Bootstrap方法，以361名企业员工为样本探究了压力知觉与离职意愿之间的关系，通过引入情绪调节自我效能感和职场友谊分别作为中介变量和调节变量，构建了一个有调节的中介模型。研究表明：（1）压力知觉对员工离职意愿具有显著的正向影响，情绪调节自我效能感在上述关系中起中介作用；（2）职场友谊不仅在压力知觉与情绪调节自我效能感之间起调节作用，同时还在情绪调节自我效能感对压力知觉与离职意愿之间的中介作用中起着调节作用；（3）当员工具有较高职场友谊时，情绪调节自我效能感在压力知觉与离职意愿之间的中介作用更显著。研究结果对员工心理建设和单位组织环境建设提供参考，以减少人员离职率。

Effects of Perceived Stress on TurnoverThe Mediation and Moderation Effect about Regulatory Emotional Self-Efficacy and Workplace Friendships

Large employee mobility will seriously affect the sustainable development of entrepreneurial enterprises. Based on social cognitive theory and resource preservation theory, we built a moderated mediation model to explore the influence mechanism of perceived stress and turnover, Using regulatory emotional self-efficacy as the mediator and workplace friendships as the moderator. Then we used empirical regression analysis and bootstrap method to conduct empirical analysis on the survey data of 361 employees. The result shows that: perceived stress have a significant positive impact on turnover. Regulatory emotional self-efficacy plays a part of the mediated role between perceived stress and turnover. Workplace friendships regulates the relationship between perceived stress and regulatory emotional self-efficacy. Moreover workplace friendships also regulates the mediated role between perceived stress and turnover. When employees have higher workplace friendships, the mediating role of regulatory emotional self-efficacy is more significant. The research results can provide reference for the psychological construction of employees and organizational environment construction of units to reduce the turnover rate.