知识经济时代的企业变革加速，员工感受到的工作压力日益增多，长期的工作压力为组织带来的负面影响屡见不鲜，员工的职业稳定性和压力管理成为人力资源管理的热点研究主题。同时，工作场所员工的行为受到来自组织和主管领导的双重影响，因此从组织和领导两个视角去理解压力状态下员工的工作行为有重要的理论和实践意义。 本研究以432名来自全国各地不同企业类型、不同职位的员工为被试，采用Cavanaugh（2000）挑战性-阻断性压力量表和中国化离职倾向量表、凌文辁（2006）组织支持感量表以及Owens（2013）谦卑领导行为量表等工具，通过验证6个假设探究组织支持感和谦卑领导行为对挑战性-阻断性压力员工的离职倾向的影响机制，研究结果如下： 首先，挑战性压力对离职倾向具有显著负向影响，阻断性压力对离职倾向具有显著正向影响。其次，在控制了人口学变量的情况下，分层回归分析发现，组织支持感在挑战性压力与离职倾向之间的调节作用不显著；组织支持感在阻断性压力与离职倾向之间的调节作用显著，减弱了阻断性压力对离职倾向的正向影响；谦卑领导行为在挑战性压力与离职倾向之间的调节作用显著，增强了挑战性压力对员工离职倾向的负向影响，起增强调节作用；谦卑领导行为在阻断性压力对离职倾向的影响中起削弱作用，减弱了阻断性压力对员工离职倾向的正向影响。最后，不同压力源倾向的员工对离职的想法不同，且组织支持感和谦卑领导行为对员工的离职倾向具有显著影响，这提示未来的企业管理中需关注二者的支持和平衡，并针对不同压力源倾向的员工给予不同的支持，以促进员工的职业稳定及成长。

In the era of knowledge economy, enterprise changes are accelerating, and employees are feeling more and more work pressure. Negative impacts of long-term work pressure on organizations are not uncommon. The relationship between career stability of employees and stress management has become a hot research topic in human resource management. At the same time, employees in the workplace are influenced by both organizations and leaders, so it is of great theoretical and practical significance to understand employees' negative work behaviors under pressure from the perspectives of organizations and managers. In this study, the subjects are the 432 from all over the country different kinds of enterprises and different position staff, using the challenge-hindrance stress scale of Cavanaugh, chinization of turnover intention scale, perceived organizational support scale of Ling Wenquan (2006) , Owens (2013) humble leadership behavior scale and other tools, through checking six hypotheses to explore the perceived organizational support and the humble leadership behavior in challenge-hindrance stress of the influence of employee turnover intention, the results of the study and enlightenment as follows: Firstly, the challenge stress has a significant negative impact on the turnover intention, that is the turnover intention of the challenge stress employee is low. Hindrance stress has a significant positive impact on turnover intention, that are those with hindrance stress have a high turnover intention.Secondly, under the control of demographic variables, hierarchical regression analysis found that perceived organizational support had no significant moderating effect on the relationship between challenge stress and turnover intention. Perceived organizational support has a significant moderating effect between hindrance stress and turnover intention, which weakens the positive effect of hindrance stress on turnover intention. Humble leadership behavior has a significant moderating effect between challenge stress and turnover intention, which enhances the negative influence of challenge stress on employees'turnover intention. Humble leadership behavior plays a weakening role in the influence of hindrance stress on turnover intention, and weakens the positive influence of hindrance stress on turnover intention of employees. Lastly, employees with different pressure source tendency to the idea of departure is different, perceived organizational support and humble leadership behavior has a significant influence on employees'turnover intention, this tip in the future management of the enterprise needs to pay attention to both support and balance, and for different pressure source of different support employees, so as to promote the staff's career stability and growth.