초록 열기/닫기 버튼
The primary purpose of this study is to test the interactive effects of perceived supervisor support and supervisors’ turnover intentions on subordinates’ turnover intentions among survivors of a layoff. This study developed a model of the effects of change-related self-efficacy, resilience, and perceived supervisor support on subordinates’ turnover intentions. Results showed that change-related self-efficacy and resilience were negatively and significantly related to subordinates’ turnover intentions. However, perceived supervisor support had different effects contingent on supervisors’ intentions to leave. Subordinates with a supportive boss who was likely to leave were more likely to leave themselves. On the other hand, subordinates with a supportive boss who was unlikely to leave were less likely to leave. The implications of these findings for managing the survivors of layoffs were discussed.
