摘要
离职研究是人力资源管理领域一个很重要的课题。实证研究结果显示,影响离职意向的7因素是:(1)工作激励与成就感,(2)企业文化,(3)薪酬福利,(4)晋升与培训,(5)公司效益与前景,(6)人际关系,(7)工作条件;离职的调节因素有3个:(1)离职信心,(2)对组织支持的知觉,(3)外部条件。
Turnover study is an important problem in HRM. The results show that the effecting factors of turnover intention include: (1)job motivation and the success feeling,(2) corporate culture, (3)salary and welfares, (4)promotion and training, (5)performance and outlook of corporation, (6)interpersonal relationship and (7)job conditions; the accommodating factors include: (1)confidence of turnover, (2)perception to organizational supports and (3)external conditions.
出处
《湘潭大学学报（哲学社会科学版）》
北大核心
2005年第4期65-69,共5页
Journal of Xiangtan University:Philosophy And Social Sciences
基金
广州市教育局资助重点科研项目(编号01-4)。
关键词
离职
离职意向
影响因素
调节因素
<Keyword>turnover
turnover intention
effecting factors
accommodating factor
