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）、工作家庭溢出与管理者离职意向之间的直接与间接关系，并探索组织支持感（Perceived Organizational Support, POS）在上述关系中的调节作用。本研究从中国中部地区酒店及旅游相关企业的220名研究对象——中层管理者及其直接下属——处收集数据。研究结果显示，赋能型领导与工作家庭正向溢出（Work-Family Positive Spillover, WFPS）及管理者离职意向间存在显著关联，而工作家庭负向溢出（Work-Family Negative Spillover, WFNS）的中介效应未达显著水平。研究结果进一步表明，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，同时对工作家庭正向溢出存在显著中介效应。此外，本研究还发现，工作家庭负向溢出的中介效应以及赋能型领导与工作家庭负向溢出间的关系均不受组织支持感的调节。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。