从个体到组织：高管离职意愿影响因素的元分析

From Individuals to Organizations: A Meta Analysis of Factors Influencing Executive Turnover Intention

摘要: 探究高管离职意愿的影响因素对于企业留住高管和保障企业持续、稳定发展有着重要意义，尽管现有文献提供了较为丰富的实证数据，但不同研究之间的结果却显示出一定的差异性。本文采用元分析方法，对涵盖了536,731个独立样本的国内外高管离职相关的36项实证研究进行了全面的综合分析，并根据研究结果构建了一个从个人到组织的高管离职三维理论框架，由高管个人特质因素、企业内部激励因素以及企业战略行为因素组成，结果表明，企业绩效、股权激励、企业社会责任和外部薪酬差距对高管的离职意愿有着显著的负向影响，垂直薪酬差距、水平薪酬差距、高管团队薪酬差距、高管年龄差异、高管任职时间都具有显著正向影响；此外，跨文化差异是导致不同研究之间异质性的一个关键因素。研究结论对企业降低高管离职意愿，维持企业稳定性提供了借鉴依据。

Abstract: Exploring the influencing factors of executive turnover intention is of great significance for companies to retain executives and ensure sustainable and stable development. This article uses meta-analysis to comprehensively analyze 36 empirical studies related to executive turnover at home and abroad, covering 536,731 independent samples, and further uses subgroup analysis to explore potential moderating variables. The results show that there are 9 key factors that affect executive turnover intention. Based on the above factors, this article constructs a three-dimensional theoretical framework for executive turnover from individuals to organizations, consisting of personal traits of executives, internal incentive factors of enterprises, and strategic behavior factors of enterprises. Among them, enterprise performance, equity incentives, corporate social responsibility, and external salary gap have a significant negative impact on executive turnover intention, while vertical salary gap, horizontal salary gap, executive team salary gap, executive age difference, and executive tenure all have a significant positive impact; In addition, cross-cultural differences are a key factor leading to heterogeneity between different studies. The research conclusion provides a reference for companies to reduce executive turnover intention and maintain corporate stability.