本研究旨在探讨不合规任务如何影响员工的离职倾向，以及这一过程中自尊、工作焦虑、领导-成员交换与传统性的作用。研究基于情感事件理论，强调了不合规任务在组织管理中的重要性，因为尽管它们可能导致负面的员工反应，但现有的研究对此现象的进一步理解仍有待加强。研究目的明确，通过实证方法探索不合规任务与离职倾向的关联性，以及自尊、工作焦虑、领导-成员交换和传统性如何在这一过程中发挥作用。

研究方法采用质性研究与量化研究相结合的方式。首先，通过深度访谈和分析，揭示不合规任务对员工的影响在个人、团队和组织三个层面的影响。其次，发放问卷调查369名来自不同行业的员工，验证不合规任务是否经由自尊和工作焦虑影响员工离职倾向的假设，以及领导-成员交换和传统性能否调节这个过程。

结果表明，不合规任务与员工的离职倾向呈显著正相关，自尊和工作焦虑在这一关系中起到了链式中介作用。进一步来说，传统性作为调节变量，显著强化了不合规任务到工作焦虑的路径影响。研究发现不合规任务不仅直接影响员工离职意愿，还通过自尊受损和工作焦虑增加的中介效应，加剧了离职倾向。传统性在这一过程中起到了放大效应，强调了组织文化在管理不合规任务时的重要性。

这项研究丰富了情感事件理论在员工离职倾向领域的应用，为组织提供了一种理解并减少不合规任务负面影响的新视角。然而，研究也存在局限性，如自我报告的方式可能会增大共同方法偏差，未来研究可扩展至自评与他评相结合的方式。此外，未来研究还可以探索更多潜在的因素，如不合规任务的适宜持续时间等。

The study aims to explore how illegitimate tasks influence employees' turnover intentions and the roles of self-esteem, job anxiety, leader-member exchange, and traditionality in this process. Based on the affective events theory, the research emphasizes the importance of illegitimate tasks in organizational management, as existing understanding of this phenomenon still needs enhancement despite the potential negative employee reactions they may induce. The research objectives are clearly stated, seeking to empirically explore the association between illegitimate tasks and turnover intentions, as well as the roles of self-esteem, job anxiety, leader-member exchange, and traditionality in this process.

The research employs a combination of qualitative and quantitative methods. Firstly, through in-depth interviews and analysis, it unveils the impacts of illegitimate tasks on employees at individual, team, and organizational levels. Subsequently, a survey is distributed to 369 employees from various industries to validate hypotheses regarding whether illegitimate tasks affect employees' turnover intentions through self-esteem and job anxiety, and whether leader-member exchange and traditionality moderate this process.

Results indicate a significant positive correlation between illegitimate tasks and employees' turnover intentions, with self-esteem and job anxiety serving as chain mediators in this relationship. Furthermore, traditionality as a moderating variable significantly strengthens the path from illegitimate tasks to job anxiety. The study finds that illegitimate tasks not only directly influence employees' willingness to leave but also exacerbate turnover intentions through the mediating effects of damaged self-esteem and increased job anxiety. Traditionality amplifies this process, emphasizing the importance of organizational culture in managing illegitimate tasks.

This study enriches the application of the affective events theory in the domain of employee turnover intentions, providing organizations with a new perspective to understand and mitigate the negative effects of illegitimate tasks. However, the study also has limitations. For instance, the self-reporting method may increase common method bias, and future research could expand to a combination of self-report and peer evaluation methods. Additionally, future research could explore more potential factors, such as the appropriate duration of illegitimate tasks.