人-组织匹配与离职意向：组织承诺的中介效应研究被引量：7

Person-Organization Fit and Turnover Intention:Study on Mediator Role of Organizational Commitment

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摘要本文旨在考察人-组织匹配对员工离职意向的影响,着重检验组织承诺的中介作用机制。通过对387名来自企业、银行、政府和事业单位的员工进行问卷调查,结果发现:人-组织匹配程度越高,员工的离职意向越低;组织承诺越高,员工的离职意向越低;人-组织匹配对员工离职意向的影响通过情感承诺和规范承诺的部分中介作用来实现。该结果说明:人-组织匹配对员工离职意向具有重要影响,情感承诺和规范承诺在其中发挥了关键作用。 Through surveying 387 employees from companies,banks,government offices or government-sponsored institutions,this paper studies the influence of person-organization fit on turnover intention and the mediation role of organizational commitment. The result shows that person-organization fit and organizational commitment negatively influence turnover intention, and the influences are partly mediated by affective commitment and normative commitment. Finally, it concluded that person-organization fit influences turnover intention by several different paths,and affective commitment and normative commitment play the critical role in this complex relationship.

作者符健春潘陆山彭燕飞

机构地区浙江大学心理与行为科学系浙江大学人力资源与战略发展研究中心泰康人寿保险股份有限公司浙江分公司

出处《技术经济》 2008年第4期122-128,共7页 Journal of Technology Economics

基金国家自然科学基金重点项目(70732001) 教育部高等学校博士学科点专项科研基金项目(20060335127)

关键词人-组织匹配组织承诺离职意向 person-organization fit organizational commitment turnover intention

分类号 C936 [经济管理—管理学] F272.92 [经济管理—企业管理]

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