Results of the testing of the hypotheses.

The aim of this study is to examine the direct and indirect relationships between empowering leadership (EL), work-family spillover and manager turnover intentions, and to explore the moderating impact of perceived organizational support (POS) on these relationships. The study collected data from 220 participants—middle-level managers and their immediate subordinates working in hotels and tourism-related enterprises in central China. The results highlighted a significant relationship between EL and work-family positive spillover (WFPS) and manager turnover intentions, whereas the mediating effect of work-family negative spillover (WFNS) was found to be insignificant. The results further indicated that POS exerted a significant moderating impact on the association between EL and manager turnover intentions, and a significant mediating impact on WFPS. The study also determined that neither the mediating impact of WFNS nor the relationship between EL and WFNS was affected by POS. The study provides a unique perspective on empowering leadership based on the Conservation of Resources theory, and contributes to the understanding of its effects on manager turnover intentions.

本研究旨在探讨赋能型领导（empowering leadership, EL）、工作家庭溢出效应与管理者离职意向之间的直接与间接关联，并探究组织支持感（perceived organizational support, POS）对上述关系的调节作用。本研究从中国中部地区酒店及旅游相关企业的220名调研对象——中层管理者及其直接下属——处采集了相关数据。研究结果表明，赋能型领导与工作家庭积极溢出效应（work-family positive spillover, WFPS）及管理者离职意向间存在显著相关关系，而工作家庭消极溢出效应（work-family negative spillover, WFNS）的中介效应未达显著水平。进一步分析显示，组织支持感对赋能型领导与管理者离职意向间的关联具有显著调节作用，同时对工作家庭积极溢出效应存在显著中介作用。此外，本研究还发现，工作家庭消极溢出效应的中介作用以及赋能型领导与工作家庭消极溢出效应间的关联均不受组织支持感的调节影响。本研究基于资源保存理论（Conservation of Resources theory）为赋能型领导研究提供了独特视角，并有助于深化对赋能型领导影响管理者离职意向机制的认知。